發(fā)布時(shí)間：2018-04-27 20:37

  本文選題：房地產(chǎn) + 薪酬體系��； 參考：《東北大學(xué)》2014年碩士論文

【摘要】：薪酬管理是企業(yè)人力資源管理的重要組成部分,薪酬是員工為企業(yè)工作所追求的個(gè)人目標(biāo)以及工作動(dòng)機(jī)產(chǎn)生的根源。薪酬管理不僅是技術(shù)、工具,更是對(duì)企業(yè)發(fā)展戰(zhàn)略層面的思考。薪酬體系設(shè)計(jì)的科學(xué)、有效能夠最大程度地激發(fā)員工發(fā)揮潛能,在為企業(yè)創(chuàng)造更大的價(jià)值的同時(shí)實(shí)現(xiàn)其自身價(jià)值,并最終實(shí)現(xiàn)企業(yè)發(fā)展戰(zhàn)略目標(biāo)。因此,如何設(shè)計(jì)并有效實(shí)施適合企業(yè)需要、促進(jìn)企業(yè)發(fā)展的薪酬體系成為企業(yè)薪酬管理乃至人力資源管理的重要內(nèi)容。我國(guó)房地產(chǎn)行業(yè)起步較晚但是發(fā)展極為迅速,因此高素質(zhì)專(zhuān)業(yè)人才的匱乏成為制約企業(yè)發(fā)展的瓶頸,而公司的薪酬體系會(huì)直接影響到企業(yè)對(duì)所需人才的吸引和保留。ZY房地產(chǎn)公司近年來(lái)取得了快速發(fā)展,集團(tuán)公司上市為公司房地產(chǎn)業(yè)務(wù)的發(fā)展提供了資金保證,但是企業(yè)的整體管理水平尤其是人力資源管理水平無(wú)法滿(mǎn)足企業(yè)發(fā)展的需要,滯后于企業(yè)的發(fā)展步伐,因此公司迫切需要建立起一套具有科學(xué)性、有效性和實(shí)際操作性的薪酬體系才能在激烈的人才爭(zhēng)奪戰(zhàn)中取得優(yōu)勢(shì),進(jìn)而提高企業(yè)人才的競(jìng)爭(zhēng)力,推動(dòng)企業(yè)戰(zhàn)略目標(biāo)的實(shí)現(xiàn)。本文在理論研究和現(xiàn)狀調(diào)研的基礎(chǔ)上,通過(guò)分析企業(yè)發(fā)展戰(zhàn)略制定薪酬策略、崗位分析、崗位評(píng)價(jià)、薪酬結(jié)構(gòu)設(shè)計(jì)等步驟,經(jīng)過(guò)反復(fù)推敲、論證,完成了ZY房地產(chǎn)公司薪酬體系設(shè)計(jì),做出優(yōu)化方案,并對(duì)新的薪酬體系的如何實(shí)施、維護(hù)和動(dòng)態(tài)調(diào)整進(jìn)行了分析論述。本文參閱了有關(guān)薪酬管理方面的大量書(shū)籍和研究成果,對(duì)薪酬體系的相關(guān)理論知識(shí)和案例進(jìn)行了深入研究,以ZY房地產(chǎn)公司為研究對(duì)象,在對(duì)ZY房地產(chǎn)公司基本情況、人力資源管理狀況及現(xiàn)行薪酬體系進(jìn)行分析的基礎(chǔ)上,對(duì)ZY房地產(chǎn)公司的薪酬體系設(shè)計(jì)進(jìn)行了實(shí)證研究,希望能夠給讀者提供參考。
[Abstract]:Salary management is an important part of enterprise human resource management, and salary is the root of the personal goal and work motivation that employees pursue for the enterprise. Salary management is not only technology, tools, but also thinking of enterprise development strategy. The science of salary system design can stimulate employees to exert their potential to the greatest extent, realize their own value while creating greater value for enterprises, and finally realize the strategic goal of enterprise development. Therefore, how to design and effectively implement the salary system that suits the needs of the enterprise and promotes the development of the enterprise has become an important content of the salary management and even the human resource management of the enterprise. China's real estate industry started late but developed very quickly, so the lack of high-quality professionals has become a bottleneck restricting the development of enterprises. However, the salary system of the company will directly affect the attraction and retention of talents needed by enterprises. ZY real estate companies have made rapid development in recent years. The listing of the group companies provides the capital guarantee for the development of the real estate business of the companies. However, the overall management level of enterprises, especially the level of human resources management, can not meet the needs of the development of enterprises, lagging behind the pace of development of enterprises, so the company urgently needs to establish a set of scientific, Only the effective and practical salary system can gain advantages in the fierce competition for talents, and then improve the competitiveness of enterprise talents and promote the realization of enterprise strategic goals. On the basis of theoretical research and current situation investigation, this paper analyzes the steps of enterprise development strategy, salary strategy, post analysis, post evaluation, compensation structure design and so on, after repeated deliberation and demonstration. This paper completes the design of ZY real estate company's compensation system, makes the optimized scheme, and analyzes and discusses how to implement, maintain and dynamically adjust the new compensation system. In this paper, we refer to a large number of books and research results on compensation management, and deeply study the relevant theoretical knowledge and cases of the compensation system. Taking ZY Real Estate Company as the research object, this paper makes an analysis of the basic situation of ZY Real Estate Company. Based on the analysis of human resource management and current compensation system, this paper makes an empirical study on the design of compensation system of ZY real estate company, hoping to provide readers with reference.
【學(xué)位授予單位】：東北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F299.233.4;F272.92

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本文編號(hào)：1812245