本文關(guān)鍵詞： 大連港 雜貨碼頭 薪酬管理 優(yōu)化設(shè)計　出處：《大連海事大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：組織是為完成某一特定使命而成立的�；诖�,組織必須吸引和雇傭具備一定知識、技能、能力和態(tài)度的人。為了吸引并留住這些人,組織要為其提供報酬。組織通過設(shè)計和實施一種報酬體系,使員工關(guān)注某些特定的行為。在組織看來,這些行為是實現(xiàn)組織宗旨和目標(biāo)所必需的。這些行為為覆蓋了從準(zhǔn)時上班到滿足規(guī)定的績效標(biāo)準(zhǔn),以及做出使生產(chǎn)力提高的創(chuàng)新性貢獻(xiàn)等全部活動。若想使報酬有效促成這些組織所期望的行為,報酬就必須滿足員工的要求,而員工的行為也正是這些報酬想要的影響的。 組織的報酬體系包括員工關(guān)注和需要的任何東西以及雇主為換取員工貢獻(xiàn)而能夠并愿意提供的任何東西。一種相當(dāng)寬泛的分類方案應(yīng)該將薪酬報酬從非薪酬報酬中區(qū)分出來,這有助于識別由雇主提供的所有報酬的種類和性質(zhì)。也就是說,被歸為貨幣或紙幣的形式,也可以采取支票或信用卡等有形程度較低的形式。它們有使用價值,并且簡化交易程序。實物報酬是被用于替代貨幣而又與被支付或得到的貨幣等價的商品或服務(wù)。而所有其他報酬則構(gòu)成了非薪酬體系。 本文通過對薪酬管理理論與方法的研究,結(jié)合大連雜貨碼頭公司的企業(yè)性質(zhì)、發(fā)展階段、戰(zhàn)略目標(biāo),對企業(yè)原有的薪酬體系進(jìn)行了全面的分析,提出了一套更加適應(yīng)本企業(yè)發(fā)展的薪酬體系優(yōu)化方案。論文主要內(nèi)容包括：第一部分是問題的提出。包括研究背景、意義等內(nèi)容。第二部分是薪酬相關(guān)理論。第三部分則是大連港雜貨碼頭公司薪酬管理現(xiàn)狀分析。通過對薪酬滿意度的調(diào)查,找到薪酬管理中存在的問題并分析原因。在文章的主體—第四部分中,則是大連港雜貨碼頭公司薪酬管理體系再設(shè)計過程。包括：設(shè)計的原則、目的、思路和方法；設(shè)計方案的確立和管理制度。第五部分是大連港雜貨碼頭公司薪酬管理體系的實施,分析了薪酬體系實施可能遇到的障礙和解決措施,以及薪酬體系實施的配套措施。 本文的寫作具有實用價值。它優(yōu)化了雜貨碼頭薪酬管理制度的內(nèi)容,建立起組織戰(zhàn)略目標(biāo)與個人實現(xiàn)價值相配套的薪酬管理體系,進(jìn)一步增強了報酬對員工的有效激勵性和公司成本的可控性。為梳理公司薪酬管理工作,規(guī)范管理辦法,簡潔操作程序奠定了堅實的基礎(chǔ)。當(dāng)然,本文的研究不免有些不足之處,還需要在實踐中接受檢驗并做更深入地研究與探討。
[Abstract]:An organization is established to accomplish a particular mission. Based on this, an organization must attract and hire people with certain knowledge, skills, abilities, and attitudes... in order to attract and retain these people, The organization wants to pay for it. By designing and implementing a reward system, the organization makes employees pay attention to certain behaviors. In the view of the organization, These behaviors are necessary to achieve the goals and objectives of the organization. They cover everything from being on time to meeting prescribed performance standards. If compensation is to contribute effectively to the desired behavior of these organizations, it must meet the needs of employees, and the behavior of employees is exactly what they want. An organization's compensation system includes anything that employees care about and needs and anything employers can and will offer in exchange for employee contributions. A fairly broad classification scheme should distinguish compensation from non-compensation. This helps to identify the type and nature of all the remuneration provided by the employer. That is, the form classified as currency or paper money may also take the form of a less visible form, such as a cheque or credit card. They are of use value, It also simplifies trading procedures. In kind remuneration is a commodity or service that is used as a substitute for currency and is equivalent to the currency paid or received. All other remuneration constitutes a non-compensation system. Through the research on the theory and method of salary management, combining with the enterprise nature, development stage and strategic goal of Dalian General goods Wharf Company, this paper makes a comprehensive analysis of the original compensation system of the enterprise. This paper puts forward a set of salary system optimization scheme which is more suitable for the development of the enterprise. The main contents of this paper are as follows: the first part is the raising of the problem, including the research background, The second part is the theory of compensation. The third part is the analysis of the current situation of compensation management in Dalian Port grocery Wharf Company. In the 4th part of the article, it is the redesign process of the compensation management system of Dalian Port General cargo Wharf Company, including: design principle, purpose, train of thought and method; The 5th part is the implementation of the salary management system of Dalian Port General cargo Wharf Company. The article analyzes the possible obstacles and solutions to the implementation of the compensation system and the supporting measures for the implementation of the compensation system. The writing of this paper is of practical value. It optimizes the content of the compensation management system of the grocery terminal, and establishes a compensation management system which matches the organizational strategic objectives with the individual value realization. It further enhances the effective incentive of compensation to employees and the controllability of company cost. It lays a solid foundation for combing the company's salary management, standardizing the management methods, and simplifying the operating procedures. Of course, There are some shortcomings in the study of this paper, and need to be tested in practice and further studied and discussed.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F552.3

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本文編號：1506005