本文關(guān)鍵詞： 寧夏和寧公司 績(jī)效量化考核 薪酬體系 再設(shè)計(jì)　出處：《寧夏大學(xué)》2017年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：隨著全球經(jīng)濟(jì)一體化進(jìn)程與國(guó)際、國(guó)內(nèi)市場(chǎng)競(jìng)爭(zhēng)的不斷加劇,企業(yè)的發(fā)展在復(fù)雜的市場(chǎng)前景下,面臨著諸多的機(jī)遇與挑戰(zhàn)。傳統(tǒng)化工行業(yè)面臨產(chǎn)能過(guò)剩、成本上漲、利潤(rùn)空間壓縮的嚴(yán)峻形勢(shì),如何在向管理要效益的現(xiàn)代企業(yè)發(fā)展中,通過(guò)設(shè)計(jì)、維系及調(diào)整組織內(nèi)部的人力資源管理體系,為企業(yè)的高效高質(zhì)運(yùn)作提供內(nèi)動(dòng)力的保障,已成為現(xiàn)代企業(yè)興衰成敗的關(guān)鍵。寧夏和寧公司作為一家傳統(tǒng)煤化工生產(chǎn)企業(yè),外部受行業(yè)影響面臨著艱難的保生存、圖發(fā)展的局面;內(nèi)部受到傳統(tǒng)計(jì)劃經(jīng)濟(jì)觀念的影響,企業(yè)的員工激勵(lì)機(jī)制還比較的落后。傳統(tǒng)的考核方法無(wú)法對(duì)員工的工作表現(xiàn)、專(zhuān)業(yè)技能等作出全面評(píng)價(jià),這樣就使得的考核結(jié)果的科學(xué)性和公平性大大降低,面臨骨干人員流失與生產(chǎn)效率降低的危險(xiǎn)局面。本文以寧夏和寧公司作為研究對(duì)象,通過(guò)對(duì)公司基本情況的描述以及目前在績(jī)效量化考核與薪酬體系中存在問(wèn)題的介紹,運(yùn)用國(guó)內(nèi)外先進(jìn)的人力資源管理理論和研究方法,查找企業(yè)現(xiàn)有績(jī)效考核體系和薪酬體系中存在的缺陷,深入探討和分析問(wèn)題的成因,對(duì)寧夏和寧公司績(jī)效量化考核體系和薪酬體系進(jìn)行再設(shè)計(jì)。通過(guò)再設(shè)計(jì),理清組織架構(gòu)及人員分工職責(zé),對(duì)績(jī)效量化考核方法與內(nèi)容、薪酬分配方式等進(jìn)行改進(jìn),確�？�(jī)效量化考核體系的科學(xué)全面,能夠客觀公正的評(píng)價(jià)員工工作績(jī)效,通過(guò)與之匹配的薪酬體系的激勵(lì)作用,調(diào)動(dòng)廣大員工工作的積極性,發(fā)揮其潛力,促使人才進(jìn)行轉(zhuǎn)型升級(jí),為公司創(chuàng)造更大的價(jià)值和效益。
[Abstract]:With the process of global economic integration and international market competition, the development of enterprises is facing many opportunities and challenges under the complicated market prospect. The traditional chemical industry is facing overcapacity and rising costs. In the severe situation of compressing profit space, how to maintain and adjust the human resource management system of the organization through designing, maintaining and adjusting the human resource management system in order to provide the guarantee of internal power for the high efficiency and high quality operation of the enterprise in the development of modern enterprises that want benefit from management. Ningxia Hanning Company, as a traditional coal chemical production enterprise, is faced with a difficult situation of survival and development under the influence of the industry, and is influenced by the traditional concept of planned economy. The employee incentive mechanism of the enterprise is still relatively backward. The traditional assessment method can not make a comprehensive evaluation of the employee's work performance, professional skills, etc. This will greatly reduce the scientific nature and fairness of the assessment results. This paper takes Ningxia Hening Company as the research object, through describing the basic situation of the company and introducing the existing problems in the performance quantitative evaluation and compensation system. Using advanced human resource management theories and research methods at home and abroad, to find out the defects in the existing performance appraisal system and salary system, and to probe into and analyze the causes of the problems. This paper redesigns the performance quantification appraisal system and salary system of Ningxia Hanning Company. Through the redesign, it clarifies the organization structure and personnel division of duties, improves the methods and contents of the performance quantification appraisal, the way of salary distribution, etc. To ensure that the quantitative performance appraisal system is scientific and comprehensive, and can objectively and fairly evaluate the performance of employees. Through the incentive role of the matching compensation system, we can mobilize the enthusiasm of the vast number of employees and give full play to their potential. Promote talent transformation and upgrading, for the company to create greater value and efficiency.
【學(xué)位授予單位】：寧夏大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92;F426.7

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本文編號(hào)：1506333