本文選題：集團(tuán)公司　切入點(diǎn)：薪酬體系　出處：《南京大學(xué)》2014年碩士論文

【摘要】：現(xiàn)代企業(yè)管理中,人力資源已成為企業(yè)戰(zhàn)略不可或缺的一部分。薪酬是人力資源管理的重要工具,如何將薪酬管理與企業(yè)發(fā)展戰(zhàn)略相結(jié)合,吸引、保留人才,引導(dǎo)員工行為,促進(jìn)勞資和諧,從而提高企業(yè)競(jìng)爭(zhēng)優(yōu)勢(shì),保障可持續(xù)發(fā)展已經(jīng)成為人力資源研究的重要議題。隨著經(jīng)濟(jì)全球化,越來(lái)越多的跨國(guó)公司進(jìn)入中國(guó),國(guó)內(nèi)的企業(yè)也積極探索多元化經(jīng)營(yíng)模式,集團(tuán)公司成為占主導(dǎo)地位的組織形式。由于集團(tuán)公司跨地區(qū)、跨行業(yè)經(jīng)營(yíng)的特點(diǎn),其組織結(jié)構(gòu)往往比較復(fù)雜。如何在集團(tuán)公司統(tǒng)一的薪酬戰(zhàn)略指引下,兼顧行業(yè)特色、地區(qū)差異,構(gòu)建對(duì)內(nèi)公平、對(duì)外有競(jìng)爭(zhēng)力,對(duì)員工有激勵(lì)性的薪酬體系,已被越來(lái)越多的企業(yè)管理者所關(guān)注。X集團(tuán)是以資源開(kāi)發(fā)為基礎(chǔ)的工業(yè)集團(tuán)�？傎Y產(chǎn)超過(guò)150億美元,在全球范圍有員工5萬(wàn)多人。集團(tuán)業(yè)務(wù)發(fā)展覆蓋多個(gè)領(lǐng)域。旗下的各個(gè)業(yè)務(wù)集團(tuán)均實(shí)行獨(dú)立經(jīng)營(yíng),有自己的控股公司,由各自的董事會(huì)管理,并由管理層履行經(jīng)營(yíng)和戰(zhàn)略監(jiān)督的職能。本文以X集團(tuán)中國(guó)區(qū)作為研究對(duì)象,發(fā)現(xiàn)X集團(tuán)薪酬管理存在的問(wèn)題,挖掘問(wèn)題形成的原因。借助內(nèi)部訪談、外部調(diào)研、數(shù)據(jù)統(tǒng)計(jì)分析等手段,確定X集團(tuán)公司薪酬戰(zhàn)略定位和薪酬設(shè)計(jì)的原則。通過(guò)崗位評(píng)估建立集團(tuán)網(wǎng)絡(luò)式職級(jí)體系。結(jié)合行業(yè)特點(diǎn)、地區(qū)差異,設(shè)計(jì)集團(tuán)下屬管理公司及各利潤(rùn)中心的薪酬架構(gòu),并在新的薪酬架構(gòu)的基礎(chǔ)上,完善員工跨地區(qū)調(diào)動(dòng)的薪酬政策。人力資源管理環(huán)環(huán)相扣,薪酬只是其中的一個(gè)環(huán)節(jié)。本文最后探討了薪酬方案的實(shí)施保障,包括有效的績(jī)效考評(píng)體系,能力素質(zhì)模型,跨地區(qū)調(diào)動(dòng)政策等。通過(guò)對(duì)X集團(tuán)薪酬體系的實(shí)證研究,冀求為跨地區(qū)、多元化運(yùn)營(yíng)的集團(tuán)公司薪酬管理提供參考。
[Abstract]:In modern enterprise management, human resource has become an indispensable part of enterprise strategy.Compensation is an important tool of human resource management. How to combine compensation management with enterprise development strategy, attract and retain talents, guide employee behavior, promote labor harmony, and improve the competitive advantage of enterprises.Ensuring sustainable development has become an important topic in human resources research.With the economic globalization, more and more multinational companies enter China, and domestic enterprises actively explore the diversified management model, group companies become the dominant form of organization.Because group company cross-region, cross-industry management characteristic, its organization structure is often quite complex.Under the guidance of the uniform compensation strategy of the group company, how to take into account the characteristics of the industry, regional differences, build up a compensation system that is fair to the inside, competitive with the outside, and motivating the employees,More and more enterprise managers have paid attention to. X Group is an industrial group based on resource development.With total assets of more than $15 billion, the company employs more than 50, 000 people worldwide.Group business development covers a number of areas.Each of its business groups operates independently, has its own holding company, is managed by its respective board of directors, and its management performs its operational and strategic oversight functions.This paper takes X Group China as the research object, finds out the problems existing in X Group compensation management, and excavates the causes of the problems.By means of internal interview, external investigation and statistical analysis of data, the principles of compensation strategy positioning and compensation design of X Group Company are determined.Establish group network grade system through post evaluation.According to the industry characteristics and regional differences, design the salary structure of the management company and the profit center of the group, and improve the salary policy of staff transfer across regions on the basis of the new salary structure.Human resources management, pay is only one of the links.Finally, this paper discusses the implementation of the salary scheme, including effective performance appraisal system, competency model, cross-regional mobility policy and so on.Through the empirical study of X Group compensation system, this paper aims to provide a reference for cross-regional and diversified corporate compensation management.
【學(xué)位授予單位】：南京大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F416.83

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