【摘要】：人力資源是企業(yè)發(fā)展的第一資源,任何項(xiàng)目的成功運(yùn)作均離不開人的努力。實(shí)際中,薪酬管理是企業(yè)有效吸引和保留人才的重要手段。PPP項(xiàng)目作為我國社會(huì)經(jīng)濟(jì)發(fā)展過程中引入的新興事物,如何配置PPP項(xiàng)目的人才隊(duì)伍架構(gòu),以合理的人工成本支撐PPP項(xiàng)目運(yùn)營質(zhì)量,以科學(xué)的薪酬管控策略激勵(lì)人才隊(duì)伍組合發(fā)揮最大效能,成為PPP項(xiàng)目人力資源管理研究的關(guān)鍵。在當(dāng)前的PPP項(xiàng)目市場中,國有企業(yè)由于其運(yùn)營能力與履約能力較高,成為政府合作的首選,對(duì)于當(dāng)前依托PPP項(xiàng)目設(shè)立的SPV公司,多為國有資本參股甚至控股,該類公司普遍兼具施工、投資、金融、運(yùn)營等多種業(yè)務(wù),且在我國屬新興領(lǐng)域,其普遍具有可參考成功案例少,對(duì)員工能力要求高,員工的薪酬期望值高,素質(zhì)模型難以建立,未來發(fā)展充滿不確定性,在管理過程中如稍有不慎就會(huì)造成不可估量的影響,因此,在此類公司成立初期,便需要以科學(xué)的分析和全面的考慮,建立全面人力資源管理體系,在員工最為關(guān)心的收入水平方面確定合理薪酬策略,才能對(duì)此類公司的中遠(yuǎn)期發(fā)展打下良好基礎(chǔ)。為了找出克服PPP項(xiàng)目公司成立初期人力資源薪酬管理不確定性的原因,首先,論文全面闡述了從古至今國內(nèi)外先進(jìn)的薪酬策略理論,并依據(jù)PPP企業(yè)的特性分析了國有企業(yè)常用的薪酬策略,在此基礎(chǔ)上總結(jié)出適應(yīng)現(xiàn)代企業(yè)的薪酬管控模式。其次,論文通過對(duì)特定PPP項(xiàng)目公司所處的行業(yè)特點(diǎn)和地域特點(diǎn)進(jìn)行分析,全面的提出了對(duì)新成立SPV公司的領(lǐng)導(dǎo)人員、人事、勞資、培訓(xùn)管理的規(guī)范化基礎(chǔ)人力資源管理模式,并針對(duì)重中之重的薪酬策略進(jìn)行了進(jìn)一步探索優(yōu)化,通過分析PPP項(xiàng)目公司現(xiàn)狀和業(yè)務(wù)發(fā)展,深入了解PPP項(xiàng)目實(shí)施過程中在人力資源管理方面所遇到的實(shí)際問題,特別是薪酬配置問題,有針對(duì)性的制訂對(duì)策、調(diào)整方案并付諸實(shí)施,使SPV公司的人工成本得到有效控制,保持人才隊(duì)伍活力,員工與企業(yè)實(shí)現(xiàn)雙贏。在總結(jié)經(jīng)驗(yàn)并加以分析的過程中,討論P(yáng)PP項(xiàng)目進(jìn)展過程中的人力資源配置優(yōu)化方法,人工成本水平評(píng)估研究,理論結(jié)合實(shí)際采取對(duì)策,促進(jìn)公司人工成本最終受控和隊(duì)伍戰(zhàn)斗力的提升。論文站在現(xiàn)代國有企業(yè)人力資源管理者的視角,充分考慮企業(yè)屬性及可能面對(duì)的不確定因素,通過管控體系約束與公司自我約束,擬出該公司的人力資源基礎(chǔ)管理模型并重點(diǎn)設(shè)計(jì)薪酬管控體系并有效實(shí)施,對(duì)類似狀況的公司提供了有效的參考模式。
[Abstract]:Human resource is the first resource of enterprise development, and the successful operation of any project can not be separated from human effort. In practice, salary management is an important means for enterprises to attract and retain talents effectively. As a new thing introduced in the process of social and economic development in China, how to configure the talent team structure of the PPP project, is an important way for enterprises to attract and retain talents effectively. To support the operation quality of PPP project with reasonable labor cost and to encourage the combination of talents with scientific salary control strategy become the key to the study of human resource management in PPP project. In the current PPP project market, the state-owned enterprises have become the first choice for government cooperation because of their high operating ability and performance ability. For the SPV companies established by the current PPP projects, most of them are state-owned capital shares or even holding shares. This kind of company has many kinds of business, such as construction, investment, finance, operation and so on, and it is a new field in our country. The future development is full of uncertainty, and a slight carelessness in the management process will have an incalculable impact. Therefore, in the early stage of the establishment of such a company, it is necessary to establish a comprehensive human resources management system with scientific analysis and comprehensive consideration. In order to lay a good foundation for the medium-and long-term development of this kind of company, we can determine the reasonable salary strategy in the aspect of the income level that the employees are most concerned about. In order to find out the reasons for overcoming the uncertainty of human resource compensation management in the early stage of PPP project company, firstly, the paper comprehensively expounds the advanced salary strategy theory at home and abroad from ancient to present. According to the characteristics of PPP enterprises, the common compensation strategies of state-owned enterprises are analyzed, and the compensation control modes adapted to modern enterprises are summarized. Secondly, by analyzing the characteristics of the industry and region of the specific PPP project company, the paper puts forward the standardized basic human resource management mode of the new SPV company, such as leadership, personnel, labor, training and management. Furthermore, the paper further explores and optimizes the most important compensation strategy, through analyzing the current situation and business development of PPP project company, deeply understand the practical problems in human resource management in the implementation of PPP project. Especially the problem of salary allocation, make countermeasures, adjust the scheme and put it into practice, so that the labor cost of SPV company can be effectively controlled, keep the vitality of the talent team, and realize the win-win situation between the employee and the enterprise. In the process of summing up experience and analyzing, this paper discusses the optimization method of human resource allocation in the progress of PPP project, the research on the evaluation of labor cost level, and the countermeasures taken in combination of theory and practice. Promote the final control of the company's labor costs and enhance the combat effectiveness of the team. From the perspective of human resource managers in modern state-owned enterprises, the paper fully considers the attributes of enterprises and the uncertain factors they may face, and through the constraints of the management and control system and the self-restraint of the company, The human resource management model of the company is proposed, and the compensation management system is designed and implemented effectively, which provides an effective reference model for the similar companies.
【學(xué)位授予單位】：長安大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F283;F272.92

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