SR物流公司激勵(lì)性薪酬體系構(gòu)建
發(fā)布時(shí)間：2018-08-02 14:38
【摘要】：在現(xiàn)代企業(yè)管理中,薪酬管理已經(jīng)成為企業(yè)的核心內(nèi)容在人力資源管理中,它與企業(yè)人力資源開發(fā)戰(zhàn)略有著密切的聯(lián)系。怎樣建立一套“對(duì)內(nèi)具有公平性,對(duì)外具有競(jìng)爭(zhēng)力”的薪酬體系,目前是我國(guó)大部分企業(yè)特別是民營(yíng)企業(yè)迫切想解決的問題。物流公司作為我國(guó)一類特殊的民營(yíng)企業(yè),其起步較晚,對(duì)人力資源管理的理論認(rèn)識(shí)比較膚淺,因此其薪酬體系存在很多問題,其中一個(gè)很重要的問題來自于薪酬體系激勵(lì)性不足。本文在現(xiàn)代薪酬管理理論知識(shí)、觀念與方法方式的指導(dǎo)下,通過對(duì)西北物流行業(yè)薪酬體系以及SR物流公司現(xiàn)有薪酬體系的激勵(lì)性因素進(jìn)行深入探討及提取,并采用層次分析法來進(jìn)行各層指標(biāo)權(quán)重的設(shè)定,從而進(jìn)行針對(duì)該企業(yè)的激勵(lì)薪酬體系構(gòu)建。研究發(fā)現(xiàn)SR物流公司薪酬的激勵(lì)性不足問題主要表現(xiàn)在：薪酬水平脫離市場(chǎng)價(jià)位,缺少外部競(jìng)爭(zhēng)性；薪酬結(jié)構(gòu)不合理,缺乏激勵(lì)效果,無法體現(xiàn)薪酬個(gè)人公平性；薪酬體系內(nèi)部公平性欠佳；薪酬體系欠缺長(zhǎng)期激勵(lì)成分等,具體從薪酬結(jié)構(gòu)和各項(xiàng)目之間的比例、基于崗位及職務(wù)的薪酬差異、薪酬水平的外部競(jìng)爭(zhēng)力等方面對(duì)其進(jìn)行了改進(jìn)。由于SR物流公司在西北物流行業(yè)內(nèi)處于領(lǐng)先地位,也具有一定的代表性,其原有薪酬體系存在的不足也是大多數(shù)物流企業(yè)所具有的,因此我們所建立的激勵(lì)性薪酬體系具有一定代表性,可以對(duì)西北地區(qū)其他物流公司薪酬體系的建立、實(shí)施有較好的指導(dǎo)意義。
[Abstract]:In the modern enterprise management, the salary management has become the core content of the enterprise in the human resources management, it has the close relation with the enterprise human resources development strategy. How to set up a compensation system which is fair to the inside and competitive with the outside is an urgent problem that most enterprises in our country, especially the private enterprises, want to solve at present. As a kind of special private enterprise in our country, logistics company starts late and has a superficial understanding of the theory of human resource management, so there are many problems in its salary system. One of the most important issues is the lack of incentive in the pay system. Under the guidance of modern salary management theory knowledge, concept and method, this paper deeply discusses and extracts the incentive factors of northwest logistics industry compensation system and SR logistics company's current compensation system. And use analytic hierarchy process to set the weight of each level of indicators, so as to set up the incentive compensation system for the enterprise. The study found that the incentive insufficiency of SR logistics company's salary is mainly manifested in: salary level is out of the market price, lack of external competition, unreasonable salary structure, lack of incentive effect, which can not reflect the individual fairness of salary. The internal fairness of the compensation system is poor, the compensation system lacks long-term incentive elements and so on. It is improved from the aspects of the salary structure and the proportion of various items, the difference of salary based on the post and position, the external competitiveness of the compensation level, and so on. As SR logistics company is in the leading position in the northwest logistics industry and has certain representativeness, its original salary system also has the deficiency that most logistics enterprises have. Therefore, the incentive compensation system established by us is representative, which can guide the establishment and implementation of the compensation system of other logistics companies in Northwest China.
【學(xué)位授予單位】：西安工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F259.23;F272.92
，
本文編號(hào)：2159757
[Abstract]:In the modern enterprise management, the salary management has become the core content of the enterprise in the human resources management, it has the close relation with the enterprise human resources development strategy. How to set up a compensation system which is fair to the inside and competitive with the outside is an urgent problem that most enterprises in our country, especially the private enterprises, want to solve at present. As a kind of special private enterprise in our country, logistics company starts late and has a superficial understanding of the theory of human resource management, so there are many problems in its salary system. One of the most important issues is the lack of incentive in the pay system. Under the guidance of modern salary management theory knowledge, concept and method, this paper deeply discusses and extracts the incentive factors of northwest logistics industry compensation system and SR logistics company's current compensation system. And use analytic hierarchy process to set the weight of each level of indicators, so as to set up the incentive compensation system for the enterprise. The study found that the incentive insufficiency of SR logistics company's salary is mainly manifested in: salary level is out of the market price, lack of external competition, unreasonable salary structure, lack of incentive effect, which can not reflect the individual fairness of salary. The internal fairness of the compensation system is poor, the compensation system lacks long-term incentive elements and so on. It is improved from the aspects of the salary structure and the proportion of various items, the difference of salary based on the post and position, the external competitiveness of the compensation level, and so on. As SR logistics company is in the leading position in the northwest logistics industry and has certain representativeness, its original salary system also has the deficiency that most logistics enterprises have. Therefore, the incentive compensation system established by us is representative, which can guide the establishment and implementation of the compensation system of other logistics companies in Northwest China.
【學(xué)位授予單位】：西安工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F259.23;F272.92
，
本文編號(hào)：2159757
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