本文選題：薪酬 + 全面薪酬�。� 參考：《北京交通大學(xué)》2015年碩士論文

【摘要】：我國物流業(yè)發(fā)展迅猛,物流企業(yè)也隨之興盛,但在現(xiàn)實(shí)運(yùn)行中,許多物流企業(yè)往往忽略了薪酬制度體系建設(shè)的重要性,薪酬的發(fā)放缺乏科學(xué)依據(jù),隨意性較大,須不知正是這種情況嚴(yán)重阻礙了企業(yè)的良性循環(huán)和發(fā)展壯大。 本文從薪酬的定義和功能入手,對全面薪酬管理和傳統(tǒng)薪酬管理進(jìn)行了比較,介紹了國內(nèi)外全面薪酬的研究態(tài)勢和發(fā)展方向。通過多角度對G物流公司現(xiàn)行薪酬制度及執(zhí)行情況的分析,堅(jiān)持問題導(dǎo)向,吸取借鑒全面薪酬管理體系設(shè)計(jì)理念,對G物流公司的薪酬管理制度進(jìn)行了重新設(shè)計(jì),形成了該公司的全面薪酬體系設(shè)計(jì)方案。全面薪酬體系包括經(jīng)濟(jì)性薪酬和非經(jīng)濟(jì)性薪酬兩個(gè)方面。經(jīng)濟(jì)性薪酬方面,崗位工資是內(nèi)部崗位價(jià)值與市場均值的線性回歸后的具有一定帶寬的工資標(biāo)準(zhǔn),效益工資與員工考核緊密掛鉤,福利分為集體福利和個(gè)性化福利,充分體現(xiàn)薪酬的激勵作用。非經(jīng)濟(jì)性薪酬則包括員工基于工作特征和相關(guān)工作環(huán)境的報(bào)酬。最后對方案實(shí)施的預(yù)期效果進(jìn)行了評價(jià)。 本文的主要創(chuàng)新在于解決一個(gè)實(shí)際企業(yè)的全面薪酬管理問題,同時(shí)為事業(yè)單位出資企業(yè)在市場起決定性作用的改革背景下開展薪酬制度改革提供了有益參考。
[Abstract]:With the rapid development of the logistics industry in China, the logistics enterprises have also flourished. However, in the actual operation, many logistics enterprises often ignore the importance of the construction of the compensation system. Must not know it is this situation seriously hindered the virtuous circle and the development of the enterprise. Starting with the definition and function of compensation, this paper compares the total salary management with the traditional compensation management, and introduces the research situation and development direction of the total compensation at home and abroad. By analyzing the current salary system and implementation of G logistics company from many angles, insisting on the problem orientation and drawing lessons from the design idea of the overall compensation management system, the paper redesigns the compensation management system of G logistics company. Formed the company's overall compensation system design. The overall compensation system includes two aspects: economic compensation and non-economic compensation. In the aspect of economic compensation, post wage is a kind of salary standard with certain bandwidth after the linear regression of internal post value and market average. The benefit salary is closely linked with employee assessment, and the welfare is divided into collective welfare and individualized welfare. Fully reflect the incentive role of compensation. Non-economic compensation includes compensation for employees based on their work characteristics and related working environment. Finally, the expected effect of the implementation of the program is evaluated. The main innovation of this paper is to solve the problem of the overall salary management of a practical enterprise, and at the same time, it provides a useful reference for the institution funded enterprises to carry out the salary system reform under the background of the decisive effect of the market.
【學(xué)位授予單位】：北京交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F272.92;F259.23

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本文編號：1886901