本文選題：薪酬體系 + 薪酬結(jié)構(gòu)��； 參考：《南京農(nóng)業(yè)大學(xué)》2014年碩士論文

【摘要】：在如今的知識經(jīng)濟(jì)時(shí)代,企業(yè)之間競爭十分的激烈,歸根到底,企業(yè)之間的競爭就是人才的競爭,因此人力資源工作越來越受企業(yè)的重視,而薪酬管理是人力資源管理工作是重要部分,它的牽涉面很廣,影響力很大,一個(gè)好的薪酬制度給企業(yè)帶來的效益是不可估量的,它是服務(wù)于企業(yè)的發(fā)展戰(zhàn)略的。本文以YH公司為例,針對高速公路養(yǎng)護(hù)施工企業(yè)的薪酬體系特點(diǎn)進(jìn)行分析,由于YH公司是國有企業(yè),人員多來自行政事業(yè)單位,原有的薪酬體系基本上沿用了行政事業(yè)單位的設(shè)計(jì)思路,強(qiáng)調(diào)行政職級和管理層級的重要性,而對專業(yè)技術(shù)和生產(chǎn)技能人員的薪酬關(guān)注度不夠,致使員工對現(xiàn)行的薪酬制度滿意度降低,無法調(diào)動(dòng)員工的工作積極性,對企業(yè)的發(fā)展很不利。本文在薪酬理論的基礎(chǔ)上,運(yùn)用文獻(xiàn)研究法和調(diào)查分析法,認(rèn)真分析YH公司薪酬體系出現(xiàn)的問題,結(jié)合YH公司的發(fā)展需要和員工的意愿,對薪酬體系進(jìn)行了優(yōu)化設(shè)計(jì),突出管理、專業(yè)技術(shù)、生產(chǎn)技能三支隊(duì)伍的建設(shè),通過薪酬設(shè)計(jì)引導(dǎo)員工在不同的崗位上發(fā)展,解決員工發(fā)展通道多樣化的問題,進(jìn)而提高企業(yè)的核心競爭力。本文是作者在YH公司這一施工企業(yè)薪酬體系的一次實(shí)踐,是運(yùn)用薪酬理論的一次機(jī)會(huì),希望能給YH公司的發(fā)展帶來積極的作用。
[Abstract]:In the era of knowledge economy, the competition among enterprises is very fierce. In the final analysis, the competition among enterprises is the competition of talents. Therefore, human resources work is paid more and more attention to by enterprises. Compensation management is an important part of human resource management, which involves a wide range of issues and has great influence. A good compensation system can bring inestimable benefits to enterprises, and it serves the development strategy of enterprises. Taking YH Company as an example, this paper analyzes the characteristics of compensation system of expressway maintenance and construction enterprises. Because YH Company is a state-owned enterprise, most of its personnel come from administrative institutions. The original salary system basically followed the design ideas of administrative institutions, emphasizing the importance of administrative rank and management level, but not paying enough attention to the compensation of professional and technical personnel and production skills personnel. As a result, the employee's satisfaction with the current salary system is reduced, and the employee's enthusiasm can not be mobilized, which is unfavorable to the development of the enterprise. On the basis of compensation theory, this paper analyzes the problems in YH company's compensation system by using literature research method and investigation analysis method. Combined with the development needs of YH company and the wishes of employees, the paper optimizes the design of compensation system. Focusing on the construction of three teams of management, professional technology and production skills, we can guide employees to develop in different positions through salary design, solve the problem of diversification of staff development channels, and then improve the core competitiveness of enterprises. This paper is a practice of the author's compensation system in YH Company, and an opportunity to apply the compensation theory, hoping to bring positive effect to the development of YH Company.
【學(xué)位授予單位】：南京農(nóng)業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.92

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