本文關(guān)鍵詞： 薪酬管理 薪酬結(jié)構(gòu) 薪酬體系 薪酬設(shè)計(jì) 西部礦業(yè)集團(tuán)有限　出處：《蘭州大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：薪酬事關(guān)勞動(dòng)者的最根本利益,而薪酬問(wèn)題也是勞動(dòng)者、用人單位乃至整個(gè)勞動(dòng)市場(chǎng)最為敏感的話(huà)題,各行各業(yè)的薪酬?duì)顩r及變動(dòng)趨勢(shì)更是全社會(huì)都為之關(guān)注的問(wèn)題。薪酬制度是否完善合理,將直接關(guān)系著企業(yè)人事架構(gòu)的穩(wěn)定及后續(xù)發(fā)展。然而,目前,我國(guó)企業(yè)在具體的管理過(guò)程中,其薪酬管理仍然存在諸多問(wèn)題,比如薪酬結(jié)構(gòu)設(shè)計(jì)不合理、薪酬水平缺乏競(jìng)爭(zhēng)性、考核制度不完善等,諸如此類(lèi)問(wèn)題的不斷疊加,直接影響了員工對(duì)企業(yè)的忠誠(chéng)度及對(duì)工作熱情的投入。另外,一些企業(yè)仍然被傳統(tǒng)、陳舊的薪酬體制所制約,導(dǎo)致企業(yè)無(wú)法適應(yīng)時(shí)代的發(fā)展,甚至在市場(chǎng)競(jìng)爭(zhēng)中被淘汰。西部礦業(yè)集團(tuán)有限公司作為一家以礦產(chǎn)資源綜合開(kāi)發(fā)為主營(yíng)業(yè)務(wù)的大型企業(yè),長(zhǎng)期沿用事業(yè)單位的薪酬體制,結(jié)構(gòu)較為古板,薪酬設(shè)計(jì)缺乏系統(tǒng)性,分配平均現(xiàn)象十分嚴(yán)重。當(dāng)前采用的薪酬管理體系已不能滿(mǎn)足發(fā)展需要,無(wú)法激發(fā)員工的工作熱情,導(dǎo)致員工的工作效率低下,離職率居高不下,這些缺陷嚴(yán)重制約了公司的發(fā)展。基于以上背景,本文以西部礦業(yè)集團(tuán)有限公司薪酬體系優(yōu)化設(shè)計(jì)為研究對(duì)象,以薪酬管理相關(guān)理論為基礎(chǔ),通過(guò)對(duì)西部礦業(yè)集團(tuán)有限公司現(xiàn)有的薪酬管理體系現(xiàn)狀及存在問(wèn)題的深入剖析,以此為前提,提出西部礦業(yè)集團(tuán)有限公司薪酬體系再設(shè)計(jì),主要從西部礦業(yè)集團(tuán)有限公司薪酬策略選擇、薪酬體系設(shè)計(jì)的目標(biāo)及原則、薪酬體系設(shè)計(jì)的步驟以及薪酬結(jié)構(gòu)設(shè)計(jì)四個(gè)方面重點(diǎn)展開(kāi),最后,提出西部礦業(yè)集團(tuán)有限公司新薪酬體系的實(shí)施保障,重點(diǎn)從領(lǐng)導(dǎo)重視薪酬體系設(shè)計(jì)與實(shí)施、不斷進(jìn)行組織結(jié)構(gòu)優(yōu)化、不斷完善考核體系及培養(yǎng)良好的企業(yè)文化四個(gè)方面重點(diǎn)展開(kāi),以期對(duì)西部礦業(yè)集團(tuán)有限公司現(xiàn)有的薪酬體系起到很好的優(yōu)化,也對(duì)其他類(lèi)似公司薪酬體系優(yōu)化設(shè)計(jì)起到一定的借鑒作用。
[Abstract]:Compensation is related to the most fundamental interests of workers, and the issue of compensation is also the most sensitive topic for workers, employers and even the whole labor market. Pay situation and change trend of various industries are all concerned by the whole society. Whether the compensation system is perfect and reasonable will directly affect the stability and subsequent development of the enterprise personnel structure. However, at present. In the concrete management process of Chinese enterprises, there are still many problems in their salary management, such as unreasonable design of salary structure, lack of competitive compensation level, imperfect assessment system, and so on. The superposition of such problems directly affects the employee's loyalty to the enterprise and their devotion to the work enthusiasm. In addition, some enterprises are still restricted by the traditional and old salary system. As a result, enterprises can not adapt to the development of the times, or even be eliminated in the market competition. Western Mining Group Co., Ltd. is a large enterprise with comprehensive development of mineral resources as its main business. For a long time, the salary system of public institutions is used, the structure is rather rigid, the salary design is lack of systematicness, the phenomenon of distribution average is very serious. The current salary management system can not meet the needs of development. Unable to stimulate the enthusiasm of employees, resulting in low efficiency of staff, high turnover rate, these defects seriously restrict the development of the company. Based on the above background. This paper takes the optimal design of compensation system of Western Mining Group Co., Ltd. as the research object, and takes the theory of compensation management as the basis. Through the in-depth analysis of the current situation and existing problems of the compensation management system of the Western Mining Group Co., Ltd., this paper puts forward the re-design of the compensation system of the Western Mining Group Co., Ltd. Mainly from the West Mining Group Co., Ltd. compensation strategy choice, compensation system design objectives and principles, pay system design steps and pay structure design focus on four aspects, finally. Put forward the implementation of the new compensation system of Western Mining Group Co., Ltd., focus on the leadership pay attention to the design and implementation of the system, and continue to optimize the organizational structure. Constantly improve the assessment system and cultivate a good corporate culture in four areas, with a view to the West Mining Group Co., Ltd. existing pay system to play a very good optimization. Also to other similar companies pay system optimization design plays a certain reference role.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.1

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