本文關(guān)鍵詞： 薪酬結(jié)構(gòu) 人力資源 中小企業(yè)　出處：《哈爾濱工業(yè)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：在世界各地的區(qū)域經(jīng)濟(jì)中，中小企業(yè)都是一股不可忽視的力量。隨著中國經(jīng)濟(jì)近年來的持續(xù)高速發(fā)展，近年來，國家對中小企業(yè)的政策支持和經(jīng)濟(jì)扶持力度也逐年增加，在各個(gè)行業(yè)中，中小企業(yè)也如雨后春筍般涌現(xiàn)而出。然而，由于中小企業(yè)自身管理水平落后、資金實(shí)力不足、競爭力不強(qiáng)等問題，導(dǎo)致中小企業(yè)真正能夠長久存活并發(fā)展壯大的并不占多數(shù)。在企業(yè)發(fā)展所需的各項(xiàng)資源中，人力資本是中小企業(yè)最容易獲得，并且最易于管理的一項(xiàng)。而且，如果能夠運(yùn)用好企業(yè)的人力資本，最終所能給企業(yè)創(chuàng)造的價(jià)值和利益將遠(yuǎn)大于其他資本。 上海GX機(jī)電科技有限公司作為一家創(chuàng)建僅2年多的中小企業(yè)，發(fā)展十分迅速，卻也面臨十分嚴(yán)重的人力資源問題。經(jīng)過分析發(fā)現(xiàn)，企業(yè)內(nèi)薪酬結(jié)構(gòu)不合理，員工間薪酬不夠平衡，企業(yè)員工薪酬相對市場不占優(yōu)勢等因素造成了該企業(yè)員工流失率過高的現(xiàn)狀。因此，上海GX機(jī)電科技有限公司決定重新設(shè)計(jì)一套薪酬結(jié)構(gòu)方案，以解決以上問題，穩(wěn)定員工隊(duì)伍，，構(gòu)建更強(qiáng)大的技術(shù)團(tuán)隊(duì)，更好的擴(kuò)大經(jīng)營，促進(jìn)企業(yè)長久發(fā)展。 本文在對國內(nèi)外研究進(jìn)行分析的基礎(chǔ)上，首先對上海GX機(jī)電科技有限公司的人力資源和薪酬結(jié)構(gòu)現(xiàn)狀進(jìn)行了分析，剖析了其現(xiàn)行薪酬結(jié)構(gòu)所存在的問題。其次，根據(jù)GX機(jī)電的發(fā)展戰(zhàn)略和企業(yè)特點(diǎn)，借鑒了“寬帶薪酬”和“戰(zhàn)略薪酬”理論的特點(diǎn)和思路，為其設(shè)計(jì)了一套全新的薪酬結(jié)構(gòu)方案，即實(shí)行職能崗位與專業(yè)崗位分開的雙線薪酬體系，并為了便于調(diào)整企業(yè)薪酬水平而為整個(gè)企業(yè)的員工工資設(shè)置一個(gè)標(biāo)準(zhǔn)值。再次，對新方案進(jìn)行了優(yōu)劣勢和將對企業(yè)有何影響的分析。最后，對GX機(jī)電薪酬結(jié)構(gòu)方案實(shí)施所需的保障措施進(jìn)行了研究，從人事、行政、戰(zhàn)略的方面闡述了保障制度的構(gòu)建。
[Abstract]:In the regional economy all over the world, small and medium-sized enterprises are a force that can not be ignored. With the sustained and rapid development of China's economy in recent years, in recent years, the state policy support and economic support for small and medium-sized enterprises have also increased year by year. In various industries, small and medium-sized enterprises have sprung up. However, due to the backward management level of small and medium-sized enterprises, the lack of capital strength, the lack of competitiveness and other problems, It is not the majority that leads to the real long-term viability and growth of SMEs. Of all the resources needed for enterprise development, human capital is the most accessible and manageable one for SMEs... and, If we can make good use of the human capital of the enterprise, the value and benefit that can be created for the enterprise in the end will be far greater than the other capital. Shanghai GX mechatronics & technology co., Ltd., as a small and medium-sized enterprise which has been established for only over 2 years, has been developing rapidly, but it is also facing a very serious human resource problem. After analysis, it is found that the salary structure in the enterprise is unreasonable. The imbalance of compensation among employees and the fact that the employees' compensation is not superior to the market results in the high turnover rate of employees in this enterprise. Therefore, Shanghai GX Mechanical and Electrical Technology Co., Ltd. has decided to redesign a set of compensation structure plan. In order to solve the above problems, stabilize the staff, build a stronger technical team, better expand management, and promote the long-term development of enterprises. Based on the analysis of domestic and foreign research, this paper firstly analyzes the present situation of human resources and salary structure of Shanghai GX Electromechanical Technology Co., Ltd., and analyzes the problems existing in its current salary structure. According to the development strategy of GX electromechanical and the characteristics of enterprises, this paper draws lessons from the characteristics and ideas of the theory of "broadband compensation" and "strategic compensation", and designs a new compensation structure scheme for GX electromechanical system. That is, to implement a two-line salary system that separates functional posts from professional posts, and to set a standard value for the employees' wages of the whole enterprise in order to facilitate the adjustment of the enterprise's salary levels. Again, This paper analyzes the advantages and disadvantages of the new scheme and how it will affect the enterprise. Finally, the paper studies the necessary safeguard measures for the implementation of the GX electromechanical salary structure scheme, and expounds the construction of the security system from the aspects of personnel, administration and strategy.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.61

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