本文選題：薪酬管理　切入點：薪酬體系　出處：《電子科技大學(xué)》2014年碩士論文

【摘要】：近年來,隨著國際形勢的變化,我國逐漸認識到航空發(fā)動機對我國航空工業(yè)發(fā)展的瓶頸作用,國家也加大了在航空工業(yè)發(fā)動機技術(shù)進步上的投入。航空發(fā)動機技術(shù)的進步離不開一支高水平的工程技術(shù)人才隊伍。這就對從事航空發(fā)動機技術(shù)組織的人力資源管理提出了新的挑戰(zhàn),薪酬管理作為人力資源管理中一個重要的模塊,對人才隊伍的建設(shè)具有十分重要的意義,完善的薪酬體系對組織戰(zhàn)略具有支撐作用。本文以GT研究院為研究對象,旨在為研究院設(shè)計出科學(xué)合理的薪酬體系,以支撐研究院的戰(zhàn)略發(fā)展,適應(yīng)研究院人才隊伍建設(shè)的需要,建立規(guī)范的薪酬管理體系。在概括闡述本篇論文的研究背景及意義的基礎(chǔ)上確定研究的方法與內(nèi)容。首先,本文闡述了現(xiàn)代薪酬管理的相關(guān)理論,在此基礎(chǔ)上運用現(xiàn)有管理文獻資料研讀和對GT研究院不同層級與不同類別職工進行現(xiàn)場調(diào)研座談,對GT研究院薪酬體系進行全面的分析,找出研究院現(xiàn)有薪酬體系存在的問題,并歸納產(chǎn)生問題的具體原因;其次,從GT研究院的組織發(fā)展戰(zhàn)略出發(fā),結(jié)合研究院組織文化與倡導(dǎo)的價值體系,確定研究院的薪酬戰(zhàn)略與目標,從而為GT研究院的薪酬體系再設(shè)計奠定基礎(chǔ),對研究院進行工作分析,結(jié)合實際科學(xué)的設(shè)置崗位并運用要素計點法對研究院崗位進行崗位價值評價,確立GT研究院的崗位價值體系,在明確崗位設(shè)置的前提下為GT研究院設(shè)計縱向的職位體系,從而引入崗位工資的寬帶設(shè)計。為研究院設(shè)計一套具備理論與實際相結(jié)合、具有可操作性的崗位績效工資體系,并進行了適當(dāng)?shù)膬?nèi)在薪酬設(shè)計,以提升研究院工作人員的積極性與創(chuàng)造性,為研究院發(fā)展戰(zhàn)略提供支撐作用。最后,為了保障新的崗位績效薪酬體系的順利實施,設(shè)計并完善了相關(guān)管理制度等保障方案。
[Abstract]:In recent years, with the change of the international situation, our country gradually realized the bottleneck function of the aeroengine to the development of the aviation industry of our country, and the country also increased the investment in the aeronautical industry engine technology progress.The progress of aero-engine technology can not be separated from a high level of engineering and technical personnel.This brings a new challenge to the human resource management of aero-engine technical organization. As an important module of human resource management, salary management is of great significance to the construction of human resources.The perfect salary system has the support function to the organization strategy.This paper takes GT Research Institute as the research object, aims to design a scientific and reasonable salary system for the research institute, to support the strategic development of the institute, to meet the needs of the construction of the talent team of the institute, and to establish a standardized salary management system.On the basis of summarizing the research background and significance of this paper, the research methods and contents are determined.First of all, this paper expounds the relevant theories of modern salary management, on the basis of which we use the existing management literature to study and research on different levels and different categories of employees in GT Research Institute.This paper makes a comprehensive analysis of the compensation system of GT Research Institute, finds out the problems existing in the present compensation system of GT Research Institute, and induces the specific reasons for the problems. Secondly, starting from the organizational development strategy of GT Research Institute,Combined with the value system of organizational culture and advocacy of the institute, the compensation strategy and objectives of the institute are determined, thus laying the foundation for the re-design of the compensation system of the GT Institute, and analyzing the work of the institute.Combined with the actual scientific establishment of posts and the use of element counting method to evaluate the post value of the research institute, establish the post value system of GT research institute, and design the vertical position system for GT research institute under the premise of clear post setting.Thus introducing the broadband design of post wages.In order to promote the enthusiasm and creativity of the staff, the author designed a set of post performance salary system with the combination of theory and practice, and carried out a proper internal salary design.To provide support for the Institute's development strategy.Finally, in order to ensure the smooth implementation of the new post performance compensation system, design and improve the relevant management system and other security programs.
【學(xué)位授予單位】：電子科技大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F426.5;F272.92

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本文編號：1709505