【摘要】：百麗國(guó)際創(chuàng)立于1992年,經(jīng)過二十余年的發(fā)展,公司形成了多元化經(jīng)營(yíng)的全國(guó)一流鞋類品牌企業(yè)。當(dāng)前,百麗國(guó)際安徽分公司的發(fā)展正邁入關(guān)鍵時(shí)刻,如何應(yīng)對(duì)行業(yè)國(guó)內(nèi)外的激烈競(jìng)爭(zhēng),在市場(chǎng)的夾縫中求得生存并不斷的發(fā)展壯大,成為企業(yè)必須面對(duì)的一個(gè)迫切問題。而公司原有的薪酬管理體系己不能適應(yīng)企業(yè)發(fā)展的需要,存在許多問題和缺陷,嚴(yán)重影響員工積極性的發(fā)揮,造成高素質(zhì)人才的流失,制約了企業(yè)的進(jìn)一步發(fā)展。本論文以百麗國(guó)際安徽分公司員工的薪酬管理體系為研究對(duì)象,首先對(duì)薪酬管理體系的相關(guān)理論進(jìn)行綜述,結(jié)合百麗國(guó)際安徽分公司的實(shí)際情況和員工薪酬滿意度調(diào)查對(duì)公司原有的薪酬管理體系進(jìn)行診斷分析,找出其存在的主要問題并分析其原因。在此基礎(chǔ)上,運(yùn)用最新的薪酬設(shè)計(jì)理論與方法,對(duì)百麗國(guó)際安徽分公司員工薪酬管理體系進(jìn)行改進(jìn)。最后,對(duì)員工新的薪酬管理體系進(jìn)行了實(shí)施與評(píng)估,并指出了其不足之處。
[Abstract]:Belle International was founded in 1992, after more than 20 years of development, the company formed a diversified national first-class footwear brand enterprises. At present, the development of Belle International Anhui Branch is entering a critical moment. How to deal with the fierce competition at home and abroad, how to survive in the gap of the market and continue to develop and grow, has become an urgent problem that enterprises must face. But the original salary management system of the company can not meet the needs of the development of enterprises, there are many problems and defects, seriously affect the enthusiasm of employees, resulting in the loss of high-quality talents, which restricts the further development of enterprises. This paper takes the compensation management system of Belle International Anhui Branch as the research object, firstly summarizes the related theories of the compensation management system. Combined with the actual situation of Belle International Anhui Branch and the survey of employee compensation satisfaction, the paper makes a diagnosis and analysis on the original salary management system of the company, finds out the main problems and analyzes the reasons. On this basis, using the latest salary design theory and method, the employee compensation management system of Belle International Anhui Branch is improved. Finally, the new salary management system is implemented and evaluated, and its shortcomings are pointed out.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F721

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本文編號(hào)：2277428