【摘要】：近年來(lái),我國(guó)服裝零售企業(yè)的增長(zhǎng)速度開(kāi)始下滑,同時(shí)眾多國(guó)際一線奢侈品品牌紛紛回收代理權(quán),服裝品牌代理企業(yè)C面臨著前所未有的挑戰(zhàn)。為了積極應(yīng)對(duì)這一挑戰(zhàn),除了企業(yè)資源的重新整合以外,對(duì)行業(yè)市場(chǎng)優(yōu)秀人才的吸引和保留也顯得至關(guān)重要。本文在對(duì)國(guó)內(nèi)外相關(guān)理論和文獻(xiàn)研究的基礎(chǔ)上,對(duì)C公司薪酬體系進(jìn)行了優(yōu)化及評(píng)價(jià)研究。首先,在充分研究國(guó)內(nèi)外薪酬管理相關(guān)文獻(xiàn)的基礎(chǔ)上,以C公司薪酬體系為研究對(duì)象,對(duì)C公司薪酬體系進(jìn)行了詳細(xì)的調(diào)查,指出了C公司薪酬體系存在不合理之處。在此基礎(chǔ)上,基于薪酬體系的優(yōu)化原則及思路,有步驟的對(duì)C公司薪酬體系進(jìn)行了優(yōu)化。其次,根據(jù)對(duì)查閱文獻(xiàn)的分析整理,同時(shí)參考高校相關(guān)領(lǐng)域的專家以及C公司高管給予的意見(jiàn),選擇了3個(gè)一級(jí)指標(biāo),11個(gè)二級(jí)指標(biāo)作為評(píng)價(jià)企業(yè)薪酬管理的指標(biāo),進(jìn)而構(gòu)建了企業(yè)薪酬評(píng)價(jià)指標(biāo)體系。并根據(jù)層次分析法的相關(guān)內(nèi)容,對(duì)各層指標(biāo)進(jìn)行了權(quán)重賦值,進(jìn)一步完善了企業(yè)薪酬評(píng)價(jià)指標(biāo)體系。最后,在企業(yè)薪酬評(píng)價(jià)指標(biāo)體系的基礎(chǔ)上,運(yùn)用模糊綜合評(píng)價(jià)法,對(duì)C公司優(yōu)化后的薪酬體系進(jìn)行了多級(jí)模糊綜合評(píng)價(jià)。進(jìn)而為服裝品牌代理行業(yè)薪酬體系的優(yōu)化及評(píng)價(jià)提供了有價(jià)值的參考,同時(shí)對(duì)其他行業(yè)也具有借鑒意義。
[Abstract]:In recent years, the growth rate of clothing retail enterprises in our country began to decline, at the same time, many international luxury brands have to recover the agency rights, clothing brand agent enterprise C is facing unprecedented challenges. In order to deal with this challenge, apart from the reintegration of enterprise resources, it is also very important to attract and retain outstanding talents in the industry market. Based on the research of relevant theories and literatures at home and abroad, this paper studies the optimization and evaluation of C Company's salary system. First of all, on the basis of fully studying the relevant literature of compensation management at home and abroad, taking the compensation system of C Company as the research object, this paper makes a detailed investigation on the compensation system of C Company, and points out the irrationality of the compensation system of C Company. On this basis, based on the optimization principles and ideas of compensation system, the compensation system of C company is optimized step by step. Secondly, according to the analysis and arrangement of the literature, and referring to the opinions given by the experts in the related fields of colleges and universities as well as the senior executives of C Company, we select 3 first-level indicators and 11 second-class indicators as indicators to evaluate the compensation management of enterprises. Furthermore, the evaluation index system of enterprise compensation is constructed. According to the related content of AHP, the weight of each index is assigned, and the evaluation index system of enterprise compensation is further improved. Finally, on the basis of the evaluation index system of enterprise compensation, the fuzzy comprehensive evaluation method is used to evaluate the salary system of C Company after optimization. Then it provides a valuable reference for the optimization and evaluation of clothing brand agency industry compensation system, and also has reference significance for other industries.
【學(xué)位授予單位】：北京化工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F721

【參考文獻(xiàn)】

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本文編號(hào)：2243869