【摘要】：隨著科技進(jìn)步、工業(yè)發(fā)展、國(guó)家對(duì)特種設(shè)備管理的進(jìn)一步規(guī)范、國(guó)家質(zhì)量監(jiān)督檢驗(yàn)檢疫總局(以下簡(jiǎn)稱質(zhì)檢總局)對(duì)第三方檢測(cè)機(jī)構(gòu)的相關(guān)要求,使得無(wú)損檢測(cè)作為一個(gè)新興的行業(yè),在不長(zhǎng)的時(shí)間里迅速成立了超過(guò)300家遍布全國(guó)的檢測(cè)公司,為此建立一套科學(xué)有效、符合檢測(cè)行業(yè)特點(diǎn),適應(yīng)行業(yè)和人才素質(zhì)快速發(fā)展要求的薪酬體系,對(duì)國(guó)內(nèi)年青的檢測(cè)行業(yè)公司來(lái)說(shuō)是一個(gè)全新的挑戰(zhàn)。揚(yáng)州亞遠(yuǎn)檢測(cè)公司就是這個(gè)行業(yè)中的典型一員,公司成立3年多來(lái)對(duì)檢測(cè)人員的薪酬一直處在摸索階段,本文就以此為研究對(duì)象,首先研究了國(guó)內(nèi)外先進(jìn)的薪酬和激勵(lì)理論,再結(jié)合本人在檢測(cè)行業(yè)10余年的工作經(jīng)歷,加上對(duì)多個(gè)公司信息的收集和訪談等手段,總結(jié)出檢測(cè)行業(yè)存在的普遍問(wèn)題,再結(jié)合YY檢測(cè)公司的實(shí)際情況,分析問(wèn)題背后的原因,得出在當(dāng)前的經(jīng)營(yíng)戰(zhàn)略與市場(chǎng)環(huán)境下,現(xiàn)有薪酬體系已經(jīng)不適應(yīng)公司的發(fā)展要求,改革勢(shì)在必行。在新的薪酬體系的設(shè)計(jì)過(guò)程中,根據(jù)公司的生產(chǎn)經(jīng)營(yíng)狀況和所處的階段,從公司的戰(zhàn)略出發(fā),按照薪酬體系設(shè)計(jì)的一般原則和流程,重新建立起適應(yīng)當(dāng)前亞遠(yuǎn)檢測(cè)公司實(shí)際情況和特點(diǎn)的薪酬方案,以穩(wěn)定和吸引更多人才,提高企業(yè)的服務(wù)水平和運(yùn)行效率,并促進(jìn)員工將其擁有的知識(shí)、技能和創(chuàng)造力保留在公司內(nèi)形成公司的核心競(jìng)爭(zhēng)力。
[Abstract]:With the progress of science and technology, the development of industry, the further standardization of the management of special equipment by the state, and the relevant requirements of the State Administration of quality Supervision, Inspection and Quarantine (hereinafter referred to as QSIQ) to third-party inspection institutions As a new industry, nondestructive testing has set up more than 300 testing companies all over the country in a short period of time, so as to establish a set of scientific and effective, in line with the characteristics of the testing industry. The salary system which adapts to the rapid development of industry and talent quality is a brand-new challenge for the young testing companies in China. Yangzhou Asia far testing Company is one of the typical members of this industry. The company has been groping for the salary of the examiners since its establishment for more than three years. This paper takes this as the research object, first of all, it studies the advanced compensation and incentive theory at home and abroad. Combined with my more than 10 years of working experience in the testing industry, together with the collection and interview of many companies' information, this paper summarizes the common problems existing in the testing industry, and then analyzes the reasons behind the problems combined with the actual situation of the YY testing company. It is concluded that under the current management strategy and market environment, the existing salary system is no longer suitable for the development of the company, and the reform is imperative. In the process of designing the new compensation system, according to the production and operation status and the stage of the company, starting from the company's strategy, according to the general principles and procedures of the salary system design, Re-establish compensation schemes that adapt to the current situation and characteristics of Asia far testing companies in order to stabilize and attract more talent, improve the level of service and operational efficiency of the enterprise, and promote the knowledge that employees possess, Skills and creativity remain within the company to form the company's core competitiveness.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F203

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本文編號(hào)：2470736