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

【摘要】：如今不少企業(yè)在人力管理過程中,對(duì)有貢獻(xiàn)的員工除了支付薪酬外,還通過其他形式給予獎(jiǎng)勵(lì),這種內(nèi)外薪酬有效結(jié)合的方式是對(duì)員工工作的肯定和回報(bào)。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(biāo)轉(zhuǎn)化成可持續(xù)發(fā)展的行動(dòng)的方案。科學(xué)合理的薪酬激勵(lì)方案不但提升員工對(duì)企業(yè)的信任感與歸屬感,而且還對(duì)企業(yè)的生存和發(fā)展起到重要的現(xiàn)實(shí)意義。在全球競(jìng)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(lì)他們?yōu)槠髽I(yè)創(chuàng)造更多的價(jià)值。 本研究對(duì)N公司的薪酬激勵(lì)方案進(jìn)行了比較深入的分析和評(píng)價(jià),針對(duì)N公司的薪酬激勵(lì)方案總結(jié)出存在的主要問題有：對(duì)內(nèi)部缺乏公平性、對(duì)市場(chǎng)缺乏競(jìng)爭性、對(duì)員工缺乏激勵(lì)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(lì),激勵(lì)內(nèi)容不完善,激勵(lì)措施差異不大,激勵(lì)過程缺乏溝通等。故對(duì)N公司的薪酬激勵(lì)方案進(jìn)行了優(yōu)化設(shè)計(jì),其中核心觀點(diǎn)：建立和完善激勵(lì)考核制度,建立和完善員工培訓(xùn)、晉升和溝通制度,運(yùn)用薪點(diǎn)法重新確定崗位薪酬,提升員工對(duì)薪酬的滿意度。增加福利內(nèi)容,關(guān)注非物質(zhì)激勵(lì)設(shè)計(jì),以物質(zhì)激勵(lì)為核心,補(bǔ)充非物質(zhì)激勵(lì),提升員工對(duì)企業(yè)的歸屬感和對(duì)工作的積極性,改善企業(yè)薪酬激勵(lì)狀況,提升企業(yè)市場(chǎng)競(jìng)爭力。 作者通過N公司薪酬激勵(lì)方案的優(yōu)化研究,對(duì)玻璃生產(chǎn)企業(yè)和國家有關(guān)法律法規(guī)進(jìn)行深入了解,分析原有薪激勵(lì)方案的不足之處,運(yùn)用激勵(lì)過程理論做基礎(chǔ),結(jié)合N公司各崗位作出對(duì)應(yīng)的價(jià)值評(píng)價(jià),使其新薪酬激勵(lì)方案更具人性化,以人為本,把握人才,提升企業(yè)市場(chǎng)競(jìng)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(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F426.721

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