本文關(guān)鍵詞： 薪酬 薪酬水平 薪酬結(jié)構(gòu) 全面薪酬　出處：《河北大學(xué)》2016年碩士論文　論文類型：學(xué)位論文

【摘要】：薪酬在企業(yè)中的激勵(lì)作用已是眾所周知,是最有力的內(nèi)在驅(qū)動(dòng)力。薪酬管理是人力資源管理的重中之重,它影響著人力資源管理成效及企業(yè)的整體績效。薪酬體系設(shè)計(jì)的合理與否,將影響到員工的切身利益,進(jìn)而又將影響到自身的生產(chǎn)率,最終影響整個(gè)企業(yè)的生產(chǎn)率。因此企業(yè)需要在內(nèi)部建立出一套薪酬體系,這套薪酬體系要結(jié)合自身的發(fā)展特點(diǎn),從而留住企業(yè)人才,使企業(yè)人力資源在市場(chǎng)中保有一定的競(jìng)爭(zhēng)優(yōu)勢(shì),這樣又會(huì)為企業(yè)致勝增加砝碼[1]。論文總共分為五章。第一章是本文的緒論部分。在這章主要介紹了論文的選題背景、論文研究的目的和意義、論文研究的內(nèi)容及本論文的創(chuàng)新之處。第二章是理論基礎(chǔ)綜述部分。本章首先介紹了薪酬體系相關(guān)的概念;其次介紹了薪酬體系設(shè)計(jì)的理論基礎(chǔ);最后是薪酬體系設(shè)計(jì)的原則。這些為第四章我們優(yōu)化A企業(yè)薪酬體系奠定了理論基礎(chǔ)。第三章是A企業(yè)薪酬體系現(xiàn)狀及問題分析部分。薪酬管理屬于人力資源管理的六大模塊之一,優(yōu)化薪酬體系首先要對(duì)企業(yè)人力資源現(xiàn)狀進(jìn)行分析。本章首先對(duì)A企業(yè)的人力資源現(xiàn)狀進(jìn)行了介紹,其次對(duì)企業(yè)薪酬體系的現(xiàn)狀進(jìn)行了分析,最后根據(jù)薪酬體系的現(xiàn)狀,指出企業(yè)現(xiàn)有薪酬體系存在的問題和不足,為我們解決薪酬體系所存在的問題做下鋪墊。第四章是優(yōu)化企業(yè)薪酬體系的措施分析,在這一章節(jié),我們根據(jù)所提出的薪酬體系的問題,提出有針對(duì)性的措施,包括企業(yè)的薪酬體系要與公司發(fā)展戰(zhàn)略相匹配;實(shí)施薪酬調(diào)查,確定出有競(jìng)爭(zhēng)力的薪酬水平;優(yōu)化企業(yè)的薪酬結(jié)構(gòu);企業(yè)薪酬構(gòu)成的優(yōu)化;實(shí)施彈性福利制度;薪酬政策的透明化;薪酬的分配應(yīng)向關(guān)鍵、重要性崗位傾斜。第五章是結(jié)論與展望部分。在這一章節(jié)對(duì)本研究的成果作了總結(jié);然后指出了本研究所存在的局限性;最后說明隨著企業(yè)發(fā)展戰(zhàn)略目標(biāo)的變化,企業(yè)的薪酬體系也要適時(shí)調(diào)整。
[Abstract]:The incentive role of salary in enterprises is well known and the most powerful internal driving force. Compensation management is the most important part of human resource management. It affects the effectiveness of human resources management and the overall performance of the enterprise. Whether the design of compensation system is reasonable or not will affect the vital interests of employees and then affect their own productivity. Finally, the productivity of the whole enterprise is affected. Therefore, the enterprise needs to establish a set of compensation system in the internal, which should be combined with its own development characteristics, so as to retain the enterprise talent. The human resources of the enterprise will have a certain competitive advantage in the market, which will increase the weight for the success of the enterprise. [1. The thesis is divided into five chapters. The first chapter is the introduction of this paper. In this chapter, the background of the thesis, the purpose and significance of the research are introduced. The content of this paper and the innovation of this paper. The second chapter is a summary of the theoretical basis. Firstly, this chapter introduces the concept of compensation system; Secondly, it introduces the theoretical basis of salary system design. Finally, it is the principle of salary system design, which lays a theoretical foundation for us to optimize the compensation system of enterprise A in Chapter 4th. Chapter three is the present situation and problem analysis part of compensation system of A enterprise. Compensation management belongs to human resources management. One of the six modules of theory. In order to optimize the compensation system, we should first analyze the current situation of human resources in enterprises. Firstly, this chapter introduces the current situation of human resources in enterprise A, and then analyzes the current situation of the compensation system of enterprises. Finally, according to the status quo of the compensation system, the paper points out the problems and shortcomings of the existing compensation system, and lays the groundwork for us to solve the problems in the compensation system. Chapter 4th is the analysis of the measures to optimize the enterprise compensation system. In this chapter, according to the proposed compensation system, we put forward targeted measures, including the compensation system of enterprises to match the development strategy of the company; Carry out salary survey to determine competitive salary level; Optimize the salary structure of the enterprise; The optimization of enterprise salary composition; Implementing a flexible welfare system; Transparency of pay policies; The distribution of salary should be to the key and the important position should be inclined. Chapter 5th is the conclusion and prospect part. In this chapter, the results of this study are summarized. Then the limitations of this study are pointed out. Finally, with the change of the strategic goal, the compensation system of the enterprise should be adjusted in good time.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92;F426.72
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本文編號(hào)：1481939