發(fā)布時間：2018-02-13 02:44

  本文關(guān)鍵詞： 薪酬激勵 期貨公司 薪酬管理　出處：《湖南大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：社會主義市場經(jīng)濟的高速發(fā)展,知識經(jīng)濟時代的到來,高素質(zhì)人才資源成為國家和企業(yè)尋求新的發(fā)展途徑的重要戰(zhàn)略資源,人力資源管理在現(xiàn)代企業(yè)管理中發(fā)揮著越來越重要的作用。薪酬是人力資源管理激勵機制中最為核心的要素,薪酬已經(jīng)不僅僅是企業(yè)生產(chǎn)成本支出功能的載體,更在企業(yè)發(fā)展創(chuàng)新戰(zhàn)略中占據(jù)不可替代的地位。但由于薪酬激勵因素受企業(yè)的內(nèi)外部環(huán)境的影響較大,管理者進行企業(yè)薪酬激勵機制的建立具有較強的自主性,因而對一家企業(yè)的薪酬激勵機制的建立要充分考慮企業(yè)自身所處的環(huán)境。期貨市場作為金融體系的重要組成部分,在金融體制改革和資本市場的完善過程中取得了長足的發(fā)展,在國民經(jīng)濟發(fā)展中發(fā)揮越來越重要的作用,資本市場已經(jīng)進入了大合作、大跨越與大發(fā)展的階段,市場優(yōu)勢資源不斷向大期貨公司集中,中小期貨公司生存愈加艱難。首先對薪酬相關(guān)理論進行了研究,主要介紹了薪酬這一概念的來源、分類、組成以及薪酬的保障功能、激勵功能等,其次分析薪酬激勵相關(guān)理論,主要從內(nèi)容型理論、過程型理論和經(jīng)濟學(xué)理論三大部分出發(fā),結(jié)合各部分代表人物的主要觀點進行分析,全面系統(tǒng)地了解薪酬激勵理論,為后文分析DS期貨公司的薪酬激勵制度建立提供理論依據(jù)。最后從內(nèi)部因素和外部因素兩部分簡要地分析了影響薪酬激勵的主要因素。第三章選取期貨市場典型的中小型企業(yè)DS期貨公司作為研究對象,通過問卷調(diào)查的形式對DS期貨公司所處的行業(yè)現(xiàn)狀以及公司現(xiàn)行的薪酬激勵制度進行分析,提出DS期貨公司現(xiàn)行薪酬激勵制度存在的問題,也是我國中小型期貨公司普遍存在的問題,通過一系列措施優(yōu)化DS期貨公司的薪酬激勵機制,如：加強薪酬激勵機制的針對性、實施股權(quán)激勵機制以實現(xiàn)中長期激勵的相互配合、完善人才競爭交流制度、積極推廣EVA績效考核、完善高層管理者薪酬激勵,除此之外為了能讓薪酬激勵制度改革能夠順利實施,從改變高層管理觀念、完善績效考核機制、建立激勵性的企業(yè)文化三方面提供保障。最終解決DS期貨公司薪酬制度中的不合理問題,引導(dǎo)DS期貨公司的薪酬機制科學(xué)合理運轉(zhuǎn),吸引人才留住核心競爭力,也能為同行的其他公司提供借鑒意義。
[Abstract]:With the rapid development of the socialist market economy and the arrival of the era of knowledge economy, high-quality human resources have become an important strategic resource for countries and enterprises to seek new ways of development. Human resource management is playing a more and more important role in modern enterprise management. Compensation is the core element in the incentive mechanism of human resource management, and salary is not only the carrier of the function of production cost and expenditure. However, due to the influence of the internal and external environment of the enterprise, the managers have strong autonomy in the establishment of the enterprise compensation incentive mechanism. As an important part of financial system, futures market has made great progress in the process of financial system reform and capital market improvement. The capital market has entered the stage of great cooperation and development, and market advantages and resources have been continuously concentrated on large futures companies. It is more and more difficult for small and medium-sized futures companies to survive. Firstly, the paper studies the related theories of compensation, mainly introduces the origin, classification, composition, safeguard function, incentive function and so on of the concept of compensation, and then analyzes the relevant theories of compensation incentive. Mainly from the content theory, the process theory and the economics theory three major parts, unifies each part representative personage's main point of view carries on the analysis, comprehensively and systematically understands the salary incentive theory, It provides the theoretical basis for analyzing the establishment of compensation incentive system of DS futures company. Finally, it briefly analyzes the main factors that affect the compensation incentive from the internal and external factors. Chapter 3 selects the typical futures market. DS Futures Co., Ltd., a small and medium-sized enterprise, This paper analyzes the present situation of DS futures company's industry and its current salary incentive system through the form of questionnaire, and points out the existing problems of DS futures company's current compensation incentive system. Through a series of measures to optimize the compensation incentive mechanism of DS futures companies, such as: strengthen the pertinence of compensation incentive mechanism, Carry out equity incentive mechanism to realize mutual cooperation of medium and long term incentive, perfect talent competition and exchange system, actively promote EVA performance appraisal, perfect senior manager's salary incentive, In addition, in order to enable the reform of the salary incentive system to be carried out smoothly, we should change the concept of senior management and improve the performance appraisal mechanism. Finally, to solve the unreasonable problems in the compensation system of DS futures company, to guide the compensation mechanism of DS futures company to operate scientifically and reasonably, and to attract talents to retain its core competitiveness. Also can provide the reference meaning for the other company of the same trade.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F832.39;F272.92

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