【摘要】：隨著科技進步、工業(yè)發(fā)展、國家對特種設備管理的進一步規(guī)范、國家質量監(jiān)督檢驗檢疫總局(以下簡稱質檢總局)對第三方檢測機構的相關要求,使得無損檢測作為一個新興的行業(yè),在不長的時間里迅速成立了超過300家遍布全國的檢測公司,為此建立一套科學有效、符合檢測行業(yè)特點,適應行業(yè)和人才素質快速發(fā)展要求的薪酬體系,對國內年青的檢測行業(yè)公司來說是一個全新的挑戰(zhàn)。揚州亞遠檢測公司就是這個行業(yè)中的典型一員,公司成立3年多來對檢測人員的薪酬一直處在摸索階段,本文就以此為研究對象,首先研究了國內外先進的薪酬和激勵理論,再結合本人在檢測行業(yè)10余年的工作經歷,加上對多個公司信息的收集和訪談等手段,總結出檢測行業(yè)存在的普遍問題,再結合YY檢測公司的實際情況,分析問題背后的原因,得出在當前的經營戰(zhàn)略與市場環(huán)境下,現有薪酬體系已經不適應公司的發(fā)展要求,改革勢在必行。在新的薪酬體系的設計過程中,根據公司的生產經營狀況和所處的階段,從公司的戰(zhàn)略出發(fā),按照薪酬體系設計的一般原則和流程,重新建立起適應當前亞遠檢測公司實際情況和特點的薪酬方案,以穩(wěn)定和吸引更多人才,提高企業(yè)的服務水平和運行效率,并促進員工將其擁有的知識、技能和創(chuàng)造力保留在公司內形成公司的核心競爭力。
[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.
【學位授予單位】：大連理工大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F203

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本文編號：2470736