本文選題：N公司　切入點：薪酬方案　出處：《廣西大學》2014年碩士論文　論文類型：學位論文

【摘要】：如今不少企業(yè)在人力管理過程中,對有貢獻的員工除了支付薪酬外,還通過其他形式給予獎勵,這種內(nèi)外薪酬有效結(jié)合的方式是對員工工作的肯定和回報。合理的薪酬發(fā)放可以使員工更加努力兢業(yè)的工作,還可以使企業(yè)的戰(zhàn)略目標轉(zhuǎn)化成可持續(xù)發(fā)展的行動的方案。科學合理的薪酬激勵方案不但提升員工對企業(yè)的信任感與歸屬感,而且還對企業(yè)的生存和發(fā)展起到重要的現(xiàn)實意義。在全球競爭環(huán)境下,N公司不得不在可支付范圍內(nèi)增加總體薪酬水平,以吸引和留住員工,激勵他們?yōu)槠髽I(yè)創(chuàng)造更多的價值。 本研究對N公司的薪酬激勵方案進行了比較深入的分析和評價,針對N公司的薪酬激勵方案總結(jié)出存在的主要問題有：對內(nèi)部缺乏公平性、對市場缺乏競爭性、對員工缺乏激勵性。比如薪酬結(jié)構(gòu)失衡,薪酬與考核脫節(jié),缺乏長期激勵,激勵內(nèi)容不完善,激勵措施差異不大,激勵過程缺乏溝通等。故對N公司的薪酬激勵方案進行了優(yōu)化設計,其中核心觀點：建立和完善激勵考核制度,建立和完善員工培訓、晉升和溝通制度,運用薪點法重新確定崗位薪酬,提升員工對薪酬的滿意度。增加福利內(nèi)容,關注非物質(zhì)激勵設計,以物質(zhì)激勵為核心,補充非物質(zhì)激勵,提升員工對企業(yè)的歸屬感和對工作的積極性,改善企業(yè)薪酬激勵狀況,提升企業(yè)市場競爭力。 作者通過N公司薪酬激勵方案的優(yōu)化研究,對玻璃生產(chǎn)企業(yè)和國家有關法律法規(guī)進行深入了解,分析原有薪激勵方案的不足之處,運用激勵過程理論做基礎,結(jié)合N公司各崗位作出對應的價值評價,使其新薪酬激勵方案更具人性化,以人為本,把握人才,提升企業(yè)市場競爭力。
[Abstract]:Nowadays, in the process of human resources management, many enterprises reward employees who have contributed not only to their salaries, but also through other forms of rewards. This kind of effective combination of internal and external pay is the recognition and reward of the staff's work. A reasonable salary can make the employees work harder and harder. It can also transform the strategic goal of the enterprise into a plan of action for sustainable development. A scientific and reasonable salary incentive scheme not only promotes the employees' sense of trust and belonging to the enterprise, In order to attract and retain the employees and encourage them to create more value for the enterprise, the company has to increase the total salary level within the range of payment under the global competitive environment, and also play an important role in the survival and development of the enterprise. This research has carried on the comparatively thorough analysis and the appraisal to the N company's salary incentive plan, summarizes the main problems of the N company's salary incentive plan: lack of fairness to the inside, lack of competition to the market, Lack of incentive to employees. For example, salary structure imbalance, salary and assessment disjointed, lack of long-term incentives, incentive content is not perfect, incentive measures are not different, The incentive process is short of communication and so on. Therefore, the optimization design of N company's salary incentive scheme is carried out, in which the core point of view is to establish and perfect the incentive and assessment system, to establish and perfect the staff training, promotion and communication system, The salary point method is used to determine the post salary, to improve the employee's satisfaction with the salary, to increase the welfare content, to pay close attention to the design of the non-material incentive, to take the material incentive as the core, and to supplement the non-material incentive. To improve the employees' sense of belonging and enthusiasm for work, to improve the status of corporate compensation incentives, to enhance the competitiveness of enterprises in the market. Through the optimization research of N company's salary incentive scheme, the author makes a deep understanding of the relevant laws and regulations of glass manufacturing enterprises and the state, analyzes the shortcomings of the original salary incentive schemes, and makes use of the incentive process theory as the basis. According to the corresponding value evaluation of each position of N Company, the new salary incentive scheme is more humanized, people-oriented, grasping talents and promoting the market competitiveness of enterprises.
【學位授予單位】：廣西大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F426.721

【參考文獻】

相關期刊論文 前8條

1 魏薇;劉淼;;論國有企業(yè)薪酬制度改革[J];保定職業(yè)技術學院;2008年02期

2 張瑞玲;丁韞聰;;知識型員工激勵機制研究綜述[J];經(jīng)濟與社會發(fā)展;2005年11期

3 張經(jīng)遠;;管理激勵理論述評及應用[J];科學與管理;2006年04期

4 周正江;;薪酬設計要解決的幾個關鍵問題[J];中國機電工業(yè);2011年09期

5 王易龍;;薪酬設計的五大原則[J];企業(yè)管理;2010年06期

6 艾云輝;;XH公司薪酬制度分析與設計[J];中國商貿(mào);2010年22期

7 孔憲香;;技能型人力資本創(chuàng)新的企業(yè)激勵制度[J];鄭州航空工業(yè)管理學院學報;2009年02期

8 李英民;;人力資源開發(fā)中的薪酬戰(zhàn)略設計[J];知識經(jīng)濟;2011年06期

，

本文編號：1576077