本文選題：3P模型 + 薪酬管理�。� 參考：《吉林大學(xué)》2014年碩士論文

【摘要】：隨著市場(chǎng)經(jīng)濟(jì)體制的確立和中國(guó)加入世貿(mào)組織，一個(gè)更加開放的中國(guó)將迎接更為嚴(yán)峻的經(jīng)濟(jì)挑戰(zhàn)，這就迫使我國(guó)的企業(yè)要盡快轉(zhuǎn)換經(jīng)營(yíng)機(jī)制，了解國(guó)際慣例及通用準(zhǔn)則，，參與國(guó)際競(jìng)爭(zhēng)。企業(yè)競(jìng)爭(zhēng)歸根結(jié)底是人的競(jìng)爭(zhēng)，人力資源是生產(chǎn)活動(dòng)中最活躍的因素，被經(jīng)濟(jì)學(xué)家稱為第一資源。人力資源開發(fā)與管理作為實(shí)現(xiàn)組織目標(biāo)的一種手段，對(duì)于企業(yè)健康發(fā)展具有重要意義，在現(xiàn)代越來越受到企業(yè)的重視。在人力資源管理中，最具挑戰(zhàn)性的工作之一是薪酬管理�，F(xiàn)代企業(yè)的薪酬管理已不僅具有一些簡(jiǎn)單的和傳統(tǒng)的功能，而是被賦予了全新的內(nèi)容，薪酬管理己經(jīng)與企業(yè)發(fā)展和人力資源開發(fā)戰(zhàn)略緊密地聯(lián)系在一起，并以少有的廣度和深度滲透到企業(yè)經(jīng)營(yíng)的每一個(gè)環(huán)節(jié)。 中國(guó)第一汽車集團(tuán)公司前身為第一汽車制造廠，集團(tuán)從1953年建廠開始，經(jīng)歷了三次創(chuàng)業(yè)。目前，一汽集團(tuán)的整體薪酬體系已經(jīng)運(yùn)行10年有余，雖然經(jīng)過不斷的完善，仍然面臨很多問題，薪酬體系結(jié)構(gòu)設(shè)計(jì)已經(jīng)不能滿足企業(yè)長(zhǎng)遠(yuǎn)的發(fā)展需要，不能更好地激勵(lì)全體員工，特別是針對(duì)管理人員群體，薪酬的激勵(lì)性較弱。所以，一汽集團(tuán)亟待引入一套更為完善的薪酬體系，建立新的薪酬制度。 本文基于人力資源管理和薪酬管理理論，以一汽集團(tuán)自主體系為研究對(duì)象，對(duì)其基層管理人員薪酬體系進(jìn)行研究。首先剖析一汽集團(tuán)自主體系基層管理人員薪酬管理現(xiàn)狀，提出薪酬管理存在的問題，分析實(shí)施基于3P模型薪酬體系的必要性；其次提出基于3P模型的基層管理人員薪酬體系設(shè)計(jì)指導(dǎo)思想，以及薪酬結(jié)構(gòu)、薪點(diǎn)表、薪酬總額分配、工資、獎(jiǎng)金、自助福利及薪酬調(diào)整等具體的設(shè)計(jì)方案；最后提出基于3P模型的薪酬體系的實(shí)施步驟和保障措施。本文一方面對(duì)一汽集團(tuán)自主體系基層管理人員構(gòu)建3P薪酬體系，從而實(shí)現(xiàn)企業(yè)新戰(zhàn)略具有重要的指導(dǎo)意義；另一方面對(duì)同行業(yè)其它企業(yè)也有重要的借鑒意義。同時(shí)，基于3P模型的薪酬體系設(shè)計(jì)研究也豐富了相關(guān)領(lǐng)域的理論研究。
[Abstract]:With the establishment of the market economy system and China's entry into the WTO, a more open China will meet the more severe economic challenges, which forces our enterprises to transform their operating mechanism as soon as possible, to understand international practices and general standards and to participate in international competition. The most active factor in the movement is called the first resource by economists. The development and management of human resources, as a means to achieve organizational goals, is of great significance for the healthy development of enterprises. In modern times, more and more attention has been paid to enterprises. In human resource management, one of the most challenging tasks is salary management. Modern enterprise salary is one of the most challenging tasks in human resource management. Pay management has not only had some simple and traditional functions, but has been given new content. Compensation management has been closely linked with the development of enterprise and human resources development strategy, and permeates every link of enterprise management with few breadth and depth.
China First Automobile Group Corporation is the first car manufacturer, and the group started from the construction of the factory in 1953. It has experienced three times. At present, the whole salary system of FAW Group has been running for more than 10 years. Although it has been perfected continuously, it still faces many problems. The design of salary system can not meet the long-term development needs of the enterprise. It is not better to motivate all staff, especially for the management group, and the incentive of salary is weak. Therefore, FAW Group needs to introduce a more perfect salary system and establish a new salary system.
Based on the theory of human resource management and salary management, the paper studies the salary system of the basic level managers with the independent system of FAW Group as the research object. First, it analyzes the present situation of the salary management of the basic level managers of the FAW Group, puts forward the problems existing in the salary management, and analyzes the necessity of implementing the 3P model compensation system. Secondly, it puts forward the design guiding ideology of the salary system of the grass-roots managers based on the 3P model, as well as the specific design schemes of salary structure, salary point table, salary distribution, salary, bonus, self-help welfare and compensation adjustment, and finally puts forward the implementation steps and safeguard measures of the salary system based on 3P model. It has important guiding significance to build the 3P salary system for the grass-roots management staff of the autonomous system, thus to realize the new strategy of the enterprise. On the other hand, it also has important reference significance for other enterprises in the same industry. At the same time, the research on the design of the salary system based on the 3P model also enriches the theoretical research in the related fields.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F426.471;F272.92

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本文編號(hào)：1996006