本文關(guān)鍵詞：某市供水企業(yè)寬帶薪酬改革研究　出處：《山東大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 供水 企業(yè) 寬帶薪酬 薪酬 激勵(lì)

【摘要】：人是萬(wàn)物之靈。知識(shí)經(jīng)濟(jì)時(shí)代,人力資源已成為公認(rèn)的第一資源。19世紀(jì)末,英國(guó)經(jīng)濟(jì)學(xué)家馬歇爾在《經(jīng)濟(jì)學(xué)原理》一書(shū)中說(shuō)：對(duì)人本身的投資在所有投資中是最有價(jià)值的。20世紀(jì)60年代,美國(guó)經(jīng)濟(jì)學(xué)家西奧多.W·舒爾茨明確指出：人力資本的收益高于物質(zhì)資本。隨著全球經(jīng)濟(jì)一體化的發(fā)展和市場(chǎng)經(jīng)濟(jì)體制的不斷深入,企業(yè)之間的市場(chǎng)競(jìng)爭(zhēng)越來(lái)越激烈,如何引進(jìn)人才、激勵(lì)人才和留住人才成為企業(yè)面臨的問(wèn)題,人力資源管理也成為企業(yè)非常重視的問(wèn)題,而薪酬管理是企業(yè)管理中最敏感的話題,同時(shí)也是人力資源管理的關(guān)鍵。如何建立科學(xué)的薪酬管理體系,激發(fā)員工的潛能,提高員工工作業(yè)績(jī),直接影響到企業(yè)發(fā)展的潛力。市場(chǎng)經(jīng)濟(jì)下的國(guó)有企業(yè)也在逐步加強(qiáng)內(nèi)部管理,提出企業(yè)發(fā)展戰(zhàn)略并加強(qiáng)內(nèi)部管理。山東省某地級(jí)市的供水企業(yè),負(fù)責(zé)全市自來(lái)水的供應(yīng)和服務(wù)工作,是城市生存和發(fā)展的重要組成部分,屬于壟斷性質(zhì)較強(qiáng)的自然壟斷性行業(yè)。為了提升企業(yè)內(nèi)部管理水平和服務(wù)水平,企業(yè)不斷加強(qiáng)內(nèi)部管控,提出了人力資源變革思路,并圍繞如何構(gòu)建具有競(jìng)爭(zhēng)性和激勵(lì)性的薪酬體系采取了一系列措施。本文遵循從實(shí)踐到理論,再由理論指導(dǎo)實(shí)踐的研究方法,首先,通過(guò)企業(yè)現(xiàn)狀和調(diào)查問(wèn)卷分析了企業(yè)中存在的薪酬晉升渠道單一、激勵(lì)性差、崗位級(jí)差小、員工能力和業(yè)績(jī)貢獻(xiàn)無(wú)法在薪酬中合理體現(xiàn)等問(wèn)題；其次,在分析清現(xiàn)狀和存在問(wèn)題的基礎(chǔ)上提出了采用寬帶薪酬優(yōu)化現(xiàn)有薪酬體系的思路,從薪酬改革設(shè)計(jì)的目標(biāo)、遵循的原則、操作流程、體系設(shè)計(jì)、寬帶薪酬設(shè)計(jì)評(píng)估等幾個(gè)方面詳細(xì)闡述了薪酬設(shè)計(jì)方案,以實(shí)現(xiàn)長(zhǎng)效激勵(lì),為企業(yè)的發(fā)展戰(zhàn)略做到強(qiáng)有力的支撐；最后,為了保證更好的發(fā)揮寬帶薪酬體系的各項(xiàng)功能和優(yōu)勢(shì),將可能遇到的障礙降到最低,采取了多項(xiàng)配套改革措施,包括加強(qiáng)培訓(xùn)、完善績(jī)效考核等,在保障員工狀態(tài)和企業(yè)穩(wěn)定發(fā)展的情況下,創(chuàng)造適合寬帶薪酬應(yīng)用的優(yōu)良環(huán)境,逐步步入寬帶薪酬管理的軌道。
[Abstract]:Man is the spirit of all things. In the era of knowledge economy, human resources have been recognized as the first resource at the end of the 19th century. The British economist Marshall, in his book principles of Economics, says that investing in people themselves is the most valuable of all investments. 60s of the 20th century. Theodore WSchultz, the American economist, made it clear that human capital benefits more than physical capital, and that with the development of global economic integration and the deepening of the market economy system. The market competition between enterprises is becoming more and more fierce. How to introduce talents, motivate and retain talents has become a problem faced by enterprises, and human resource management has become a very important problem. Compensation management is the most sensitive topic in enterprise management, but also the key of human resource management. How to establish a scientific compensation management system to stimulate the potential of employees and improve their performance. The state-owned enterprises under the market economy are also strengthening the internal management, putting forward the enterprise development strategy and strengthening the internal management. The water supply enterprises of a certain prefecture-level city in Shandong Province. Responsible for the supply and service of the city's tap water, is an important part of the survival and development of the city, a strong monopoly nature of the natural monopoly industry, in order to improve the level of internal management and service level of enterprises. Enterprises constantly strengthen internal control, put forward the idea of human resources reform, and take a series of measures around how to build a competitive and incentive compensation system. This paper follows from practice to theory. Then guided by the theory of practical research methods, first of all, through the status quo of enterprises and questionnaire analysis of the existence of the enterprise salary promotion channel is single, incentive is poor, the post gap is small. Employees' ability and performance contribution can not be properly reflected in salary. Secondly, on the basis of analyzing the present situation and existing problems, the paper puts forward the idea of using broadband salary to optimize the existing salary system, from the goal of salary reform design, the principle to follow, the operation flow, the system design. Several aspects such as broadband salary design evaluation elaborated the salary design plan in order to achieve long-term incentive to achieve strong support for the development strategy of the enterprise; Finally, in order to ensure the better play of the functions and advantages of broadband compensation system, the possible obstacles will be reduced to the minimum, a number of supporting reform measures have been taken, including strengthening training, improving performance appraisal and so on. Under the condition of ensuring the state of employees and stable development of enterprises, we should create a good environment suitable for broadband salary application and step into the track of broadband salary management step by step.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F299.24

【參考文獻(xiàn)】

相關(guān)期刊論文 前4條

1 王呈斌;;民營(yíng)企業(yè)薪酬滿意度的實(shí)證研究——基于亞當(dāng)斯公平理論的模型分析[J];經(jīng)濟(jì)理論與經(jīng)濟(jì)管理;2008年08期

2 葉曉倩;;中小型企業(yè)員工的職業(yè)生涯管理[J];人力資源;2009年21期

3 閆泓;陳建西;何明章;;國(guó)內(nèi)寬帶薪酬研究文獻(xiàn)綜述[J];西南民族大學(xué)學(xué)報(bào)(人文社科版);2009年10期

4 高燕;;寬帶薪酬在我國(guó)企業(yè)的應(yīng)用分析[J];中國(guó)電力教育;2007年S2期

相關(guān)碩士學(xué)位論文 前2條

1 張妮娜;基于勝任力模型的核心員工內(nèi)部招聘管理研究[D];華中科技大學(xué);2006年

2 張曉慧;基于柔性的中小型高新技術(shù)企業(yè)績(jī)效考評(píng)與薪酬設(shè)計(jì)的研究[D];天津大學(xué);2008年

，

本文編號(hào)：1363647