本文選題：人力資源　切入點(diǎn)：薪酬　出處：《貴州財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：隨著時(shí)代的發(fā)展,企業(yè)對(duì)人才的渴求已經(jīng)成為不爭(zhēng)的事實(shí)。而且當(dāng)前我國(guó)城市競(jìng)爭(zhēng)壓力在不斷增加,人才流動(dòng)的速度和強(qiáng)度在不斷增加。從人力資源管控的角度來(lái)看,企業(yè)對(duì)人才的管理,不僅是對(duì)人才的招聘,更重要的是對(duì)人才的保存以及培養(yǎng)。在我國(guó)由于市場(chǎng)經(jīng)濟(jì)改革在不斷深入,原有的國(guó)企在某些方面所存在的優(yōu)勢(shì)在不斷減少,市場(chǎng)化經(jīng)營(yíng)帶給企業(yè)的一方面是更多的機(jī)遇,同時(shí)也是更多的挑戰(zhàn)。尤其是在當(dāng)前,企業(yè)流入人才的條件除了良好的就業(yè)環(huán)境、寬闊的可晉升渠道之外,最重要的就是企業(yè)能夠給出的待遇以及各項(xiàng)社會(huì)福利�？梢娖髽I(yè)的薪酬體系是企業(yè)在人力資源管理方面需要進(jìn)行的企業(yè)管理頂端設(shè)計(jì)。只有建立良好的薪酬體系,把握住市場(chǎng)薪酬發(fā)展的大趨勢(shì),才能更好的設(shè)計(jì)出符合當(dāng)前高端人才需求的薪酬福利制度,幫助企業(yè)更好的留住人才。本文主要是以Z公司為企業(yè)的薪酬體系研究的藍(lán)本,認(rèn)真研究當(dāng)前主流學(xué)派的薪酬理論以及市場(chǎng)上現(xiàn)行的薪酬發(fā)展趨勢(shì),為本文的研究提供理論基礎(chǔ)。同時(shí)又結(jié)合理論分析、企業(yè)調(diào)查、社會(huì)調(diào)查來(lái)發(fā)現(xiàn)Z公司當(dāng)前薪酬體系存在的問題以及原因。從實(shí)際出發(fā),設(shè)計(jì)出套餐式薪酬體系,利用數(shù)據(jù)分析法、文獻(xiàn)研究法和調(diào)查分析法來(lái)建立適當(dāng)?shù)臄?shù)據(jù)模型,幫助企業(yè)驗(yàn)證套餐式薪酬體系在實(shí)際中的效果和職工滿意度。不斷檢驗(yàn)和完善套餐式薪酬體系中的各種細(xì)節(jié),使其符合Z公司人力資源管理的具體要求,提升職工對(duì)企業(yè)的忠誠(chéng)度和滿意度,推動(dòng)企業(yè)的發(fā)展和薪酬制度的不斷進(jìn)步。希望通過本文的研究,對(duì)其它企業(yè)的人力資源管理以及薪酬體系設(shè)計(jì)帶去一些建議和啟示,促進(jìn)最新的薪酬設(shè)計(jì)趨勢(shì)的設(shè)計(jì)以及實(shí)施。
[Abstract]:With the development of the times, the enterprise's desire for talents has become an indisputable fact.Moreover, the competition pressure in cities is increasing, and the speed and intensity of talent flow are increasing.From the point of view of human resource management, the management of talents in enterprises is not only the recruitment of talents, but also the preservation and cultivation of talents.Due to the deepening of the market economy reform, the advantages of the original state-owned enterprises in some aspects are decreasing. On the one hand, the market-oriented management brings more opportunities to the enterprises, but also more challenges.Especially at present, in addition to the good employment environment and wide promotion channels, the most important conditions for enterprises to flow in talents are the treatment and social welfare that enterprises can give.It can be seen that the compensation system of the enterprise is the top design of the enterprise management in the aspect of human resources management.Only by establishing a good compensation system and grasping the general trend of market salary development can we better design a compensation and welfare system that meets the needs of current high-end talents and help enterprises to retain talents better.This article mainly takes Z Company as the model of the enterprise compensation system, studies the current mainstream school's compensation theory and the current salary development trend in the market, provides the theoretical foundation for the research of this article.At the same time, combined with theoretical analysis, enterprise investigation, social investigation to find Z company's current salary system problems and reasons.From the point of view of reality, the paper designs a package salary system, and establishes an appropriate data model by means of data analysis, literature research and investigation analysis to help enterprises verify the effectiveness of the package salary system in practice and employee satisfaction.It is necessary to constantly examine and perfect all kinds of details in the package salary system, make it conform to the specific requirements of the human resource management of company Z, enhance the loyalty and satisfaction of the employees to the enterprise, and promote the development of the enterprise and the continuous progress of the salary system.Through the research of this paper, I hope to bring some suggestions and enlightenment to the human resource management and salary system design of other enterprises, and promote the design and implementation of the latest salary design trend.
【學(xué)位授予單位】：貴州財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F324

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本文編號(hào)：1727013