本文關鍵詞： 整體報酬 薪酬 福利　出處：《對外經濟貿易大學》2017年碩士論文　論文類型：學位論文

【摘要】：隨著我國企業(yè)的發(fā)展和管理水平的成熟,人才都是推動的持續(xù)動力,人才的競爭在各個行業(yè)都越發(fā)激烈。而現在的人才市場非常透明,員工對于工作機會的考慮越來越全面,早已不是鐵飯碗或薪酬為王的年代。雇主為了能夠吸引、激勵和留住員工,很大程度上取決于整體報酬是否合理。整體薪酬運用得當,就能夠很好地吸引和保留員工,不得當則會導致員工積極性下降,甚至使企業(yè)人才外流,影響企業(yè)的發(fā)展。企業(yè)在制定薪酬策略的時,要順應組織發(fā)展的戰(zhàn)略目標。組織的目標確定了,薪酬的功能也就可以確定從而推動組織向目標發(fā)展了。在經濟下行的環(huán)境下,人力資源的薪酬策略不能只單純依靠固定薪酬策略或短期激勵策略來吸引人才保留人才,而應開始著眼與整體薪酬策略的設計和管理,從薪酬、福利、職業(yè)發(fā)展、工作與生活平衡各個方面的政策來進行人才的吸引、保留與激勵,從而推動企業(yè)發(fā)展,達成組織目標。本文通過對整體報酬概念的分解與剖析,結合近幾年人才市場的變化趨勢,分析整體報酬各個組成部分的設計特點。以一家綜合性集團A為例,分析在當前業(yè)務及管理水平下碰到的人力資源問題,并通過薪酬、福利等部分的設計,提升人力資源管理水平,找到適合企業(yè)發(fā)展的整體報酬方案。
[Abstract]:With the development of China's enterprises and the level of management is mature, talent is the power to promote the sustained, talent competition in various industries is more and more intense. And now the talent market is very transparent, employees are considered for the job more comprehensive, is not a secure job or salary is king of the era. In order to attract employers. To motivate and retain employees, largely depends on the overall remuneration is reasonable. The overall compensation used properly, they can better attract and retain employees, not when it will lead to the enthusiasm of employees decreased, even make the enterprise brain drain, affect the development of enterprises. Enterprises in the formulation of compensation strategy, to conform to the strategic objectives of the organization the development of the organization. The goal to determine the function of salary can be determined so as to promote the development of the organization to the target. In the economic downturn of the environment, human resources strategy can not only pay Relying on the fixed salary strategy or short-term incentive strategy to attract talent and retain talent, and should begin to focus on the design and management of the overall salary strategy from the salary, welfare, occupation development, attract the balance between work and life in all aspects of the policy of talent, retention and motivation, so as to promote the development of enterprises, to achieve organizational goals in this paper. Through the analysis of the overall concept of decomposition and compensation, combined with the trend of the talent market in recent years, analysis of design features of the part of the overall remuneration to each. An integrated group of A as an example, the analysis of human resources problems encountered in the current business and management level, and through the salary, welfare and other parts of the design. Improve the level of human resource management, to find the overall compensation plan for enterprise development.

【學位授予單位】：對外經濟貿易大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F279.26

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本文編號：1469809