本文關(guān)鍵詞： 薪酬 薪酬管理 薪酬體系 國(guó)有中小型物業(yè)管理企業(yè)　出處：《南京師范大學(xué)》2015年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：隨著市場(chǎng)化進(jìn)程的發(fā)展,企業(yè)之間的競(jìng)爭(zhēng)日益加劇,提高核心競(jìng)爭(zhēng)力是擺在每個(gè)企業(yè)面前的現(xiàn)實(shí)問(wèn)題,尤其是對(duì)于那些即將從體制中分離出來(lái)的中小型國(guó)有物業(yè)管理企業(yè)。提高企業(yè)核心競(jìng)爭(zhēng)力首先是要提高“人”的競(jìng)爭(zhēng)力,這就需要加強(qiáng)企業(yè)的人力資源管理,而關(guān)鍵就是要加強(qiáng)薪酬管理。本文以XC公司為案例研究對(duì)象,對(duì)XC公司薪酬管理現(xiàn)狀進(jìn)行研究。圍繞這一主題。本文主要的研究方法是文獻(xiàn)研究法和案例研究法。文章首先闡述了薪酬的有關(guān)概念和理論研究,介紹了XC公司的組織架構(gòu)、員工的一般情況和薪酬管理體系的現(xiàn)狀；其次,對(duì)XC公司薪酬管理體系的現(xiàn)狀進(jìn)行了深入的調(diào)查和研究,分析了目前薪酬管理體系存在的主要問(wèn)題和產(chǎn)生的原因；再次,結(jié)合XC公司的實(shí)情,對(duì)其提出了薪酬管理改革的對(duì)策建議；最后,分析了XC公司加強(qiáng)薪酬管理的保障措施,包括加強(qiáng)與管委會(huì)的溝通,爭(zhēng)取上級(jí)主管部門(mén)的支持；成立薪酬改革委員會(huì),為薪酬改革提供組織保障；加強(qiáng)宣傳,為薪酬改革提供精神動(dòng)力；讓員工參與薪酬改革的全過(guò)程,提高薪酬滿(mǎn)意度等等。本文主要研究的是XC公司的薪酬管理,旨在通過(guò)對(duì)XC公司薪酬管理體系現(xiàn)狀的深入調(diào)查研究,對(duì)該企業(yè)薪酬管理提出改革建議,并提出保障措施,從而提高員工的薪酬滿(mǎn)意度和工作的積極性。本文為中小型國(guó)有物業(yè)管理企業(yè)薪酬體系的管理提出了一些建議,對(duì)類(lèi)似的國(guó)有物業(yè)管理企業(yè)具有定的借鑒作用。
[Abstract]:With the development of marketization, the competition between enterprises is becoming more and more serious. It is a realistic problem for each enterprise to improve its core competence. Especially for those small and medium-sized state-owned property management enterprises that will be separated from the system. To improve the core competitiveness of enterprises is to improve the competitiveness of "people", which needs to strengthen the human resource management of enterprises. The key is to strengthen the compensation management. This paper takes XC Company as the case study object. The main research methods of this paper are literature research and case study. Firstly, the paper expounds the concept and theory of compensation. This paper introduces the organization structure of XC Company, the general situation of the employees and the present situation of the salary management system. Secondly, the present situation of the compensation management system of XC Company is investigated and studied in depth, and the main problems and causes of the current compensation management system are analyzed. Thirdly, combining with the reality of XC Company, the paper puts forward the countermeasures and suggestions of the salary management reform to XC Company. Finally, the paper analyzes the safeguard measures to strengthen the salary management in XC company, including strengthening the communication with the management committee and winning the support of the superior department in charge; Set up the salary reform committee to provide the organization guarantee for the salary reform; Strengthen propaganda to provide spiritual impetus for salary reform; Let employees participate in the whole process of salary reform, improve the satisfaction of compensation and so on. This paper mainly studies the compensation management of XC Company, aiming at the in-depth investigation of the status quo of the compensation management system of XC Company. The paper puts forward some suggestions on the reform of the compensation management of the enterprise and puts forward the safeguard measures. This paper puts forward some suggestions for the management of the compensation system of small and medium-sized state-owned property management enterprises, which can be used as a reference for similar state-owned property management enterprises.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F721

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