本文選題：技術(shù)人員 + 薪酬管理�。� 參考：《西南交通大學(xué)》2012年碩士論文

【摘要】：隨著我國經(jīng)濟(jì)的快速發(fā)展,交通運(yùn)輸業(yè)正處于高速發(fā)展的時(shí)期。鐵路作為其中的一種運(yùn)輸方式,正面臨著來自于公路、航空、水路等運(yùn)輸方式的威脅。如何提高鐵路的運(yùn)輸效率,技術(shù)人才是關(guān)鍵。鐵路局X工務(wù)段作為全國最大的工務(wù)段之一,一直秉承“尊重知識(shí),尊重人才”的原則,特別注重對(duì)人才的培養(yǎng),重視高級(jí)技術(shù)人才的開發(fā)。工務(wù)段目前實(shí)行的薪酬制度是崗位技能工資制,還沒有一套適合技術(shù)人員的薪酬體系。然而,如何根據(jù)各個(gè)工務(wù)段自身的實(shí)際情況建立一套符合自身特色的技術(shù)人員薪資體系,切實(shí)有效的吸引、留住、激勵(lì)人才,己成為鐵路局急于改善和解決的關(guān)鍵問題。針對(duì)技術(shù)人員設(shè)計(jì)的薪資體系,它主要是以員工的所擁有的技術(shù)方面的知識(shí)和實(shí)際工作中的技能水平來確定其在組織中的價(jià)值。它有助于引導(dǎo)技術(shù)人員重視個(gè)人技能的增長和自身能力的提高,有利于推動(dòng)技術(shù)人員良好的工作績效,進(jìn)而從根本上增強(qiáng)組織的行業(yè)競爭力。 本文以鐵路局X工務(wù)段為研究背景。首先,闡述了本文研究的目的和意義,指出了該領(lǐng)域的相關(guān)問題以及基本的研究思路。其次,進(jìn)行了薪酬管理相關(guān)的理論概述,比如薪酬的定義及構(gòu)成,激勵(lì)理論,寬帶薪資的概念、內(nèi)容及作用等。再次,闡述了技術(shù)人員的雙重職業(yè)發(fā)展通道,具體的介紹了技能工資的用途及技能薪酬計(jì)劃的設(shè)計(jì)流程。最后,通過運(yùn)用訪談法和直線方程擬合法對(duì)鐵路局X工務(wù)段的現(xiàn)狀進(jìn)行了系統(tǒng)的分析。結(jié)合這些分析結(jié)果,對(duì)鐵路局X工務(wù)段技術(shù)人員的薪酬管理狀況做了系統(tǒng)的概述并找出了其中的各種問題。針對(duì)這些問題,采用了360度評(píng)價(jià)法、工作分析方法、層次分析法、一次性檢驗(yàn)法以及寬帶薪酬等對(duì)鐵路局X工務(wù)段技術(shù)人員的薪酬管理提出了一些優(yōu)化對(duì)策。
[Abstract]:With the rapid development of China's economy, transportation industry is in a period of rapid development. Railway, as one of the transportation modes, is facing the threat from highway, aviation, waterway and so on. How to improve the efficiency of railway transportation, technical personnel is the key. As one of the largest public works sections in the country, the X section of railway bureau has always adhered to the principle of "respecting knowledge and respecting talents", paying special attention to the cultivation of talents and the development of advanced technical talents. At present, the compensation system of the public works section is the post skill wage system, and there is not a suitable salary system for the technical personnel. However, how to set up a set of technical personnel salary system according to the actual situation of each public works section, which can attract, retain and motivate talents effectively and effectively, has become the key problem that railway bureau is eager to improve and solve. The salary system designed for technicians is mainly based on the technical knowledge of the employees and the skill level in the actual work to determine their value in the organization. It is helpful to guide technicians to attach importance to the growth of personal skills and the improvement of their own ability, to promote the good job performance of technical personnel, and to fundamentally enhance the competitiveness of the organization in the industry. This paper takes X section of Railway Bureau as the research background. First of all, the purpose and significance of this study are expounded, and the related problems and basic research ideas in this field are pointed out. Secondly, the paper summarizes the related theories of salary management, such as the definition and composition of salary, incentive theory, the concept, content and function of broadband salary. Thirdly, the dual career development channel of technical personnel is expounded, and the purpose of skill salary and the design flow of skill salary plan are introduced in detail. Finally, the present situation of X section of railway bureau is analyzed systematically by using interview method and linear equation fitting method. Based on these analysis results, the salary management status of technical personnel in X section of railway bureau is systematically summarized and various problems are found out. Aiming at these problems, 360 degree evaluation method, work analysis method, analytic hierarchy process method, one-off test method and broadband salary are used to optimize the salary management of technical personnel in X section of railway bureau.
【學(xué)位授予單位】：西南交通大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F532

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本文編號(hào)：2104451