本文關(guān)鍵詞： 房地產(chǎn)企業(yè) 薪酬管理 優(yōu)化　出處：《河北工業(yè)大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著房地產(chǎn)行業(yè)競爭的加劇，專業(yè)技能熟練，技術(shù)水平高的員工是企業(yè)生存和發(fā)展的保證。人力資源已經(jīng)成為房地產(chǎn)企業(yè)在競爭中獲得優(yōu)勢(shì)的資本，是企業(yè)的核心資源。 薪酬管理是現(xiàn)代人力資源管理的重要組成部分，，薪酬設(shè)計(jì)的是否合理，直接影響到員工的工作態(tài)度和工作成果，同時(shí)也與企業(yè)的良性發(fā)展密切相關(guān)，是企業(yè)關(guān)心的重大問題。如何根據(jù)企業(yè)實(shí)際情況設(shè)計(jì)合理的薪酬方案，最大化的實(shí)現(xiàn)薪酬效能，是房地產(chǎn)企業(yè)吸引人才，留住人才，提高房地產(chǎn)企業(yè)市場(chǎng)競爭力必不可少的措施。 資金密集和技術(shù)密集是房地產(chǎn)行業(yè)的特點(diǎn)，具有前期投入高，回報(bào)周期長，不可控風(fēng)險(xiǎn)較大等特點(diǎn)。萬嘉公司是一家快速發(fā)展的房地產(chǎn)企業(yè)，但是企業(yè)的人力資源管理水平，特別是企業(yè)的薪酬管理相對(duì)滯后于企業(yè)的發(fā)展速度。在激烈的市場(chǎng)競爭中深深的感受到了人才競爭帶來的壓力。面對(duì)企業(yè)發(fā)展中存在的問題，迫切需要優(yōu)化原來的薪酬體系以達(dá)到吸引和留住人才的目的。本論文主要分為七個(gè)部分：第一部分闡述了論文研究的背景和意義以及研究目的和方法；第二部分薪酬設(shè)計(jì)理論與基礎(chǔ)方法，就國外薪酬發(fā)展與國內(nèi)研究現(xiàn)狀做出描述，第三部分分析了內(nèi)外部環(huán)境對(duì)薪酬調(diào)整的影響，第四部分首先描繪萬嘉公司現(xiàn)狀，隨后作出診斷，揭示萬嘉公司現(xiàn)行薪酬體系中存在的問題進(jìn)行了分析，并提出解決的對(duì)策。第五部分提出對(duì)萬嘉薪酬體系優(yōu)化的方案，采用寬帶薪酬的思路，按工程系列、營銷系列、財(cái)務(wù)系列和行政人事系列提出了具體的優(yōu)化方案；第六部分提出對(duì)薪酬優(yōu)化方案的保障措施；第七部分就是對(duì)全文的總結(jié)，在該部分中簡要匯總了本論文的研究結(jié)果。本文通過對(duì)國內(nèi)外薪酬相關(guān)理論的研究探討，參閱了大量的薪酬管理方面的實(shí)例和教材，結(jié)合房地產(chǎn)的行業(yè)特征和人力資源管理特點(diǎn)以及萬嘉地產(chǎn)的基本情況，分析其問題所在，結(jié)合企業(yè)實(shí)際管理需要，運(yùn)用現(xiàn)代薪酬設(shè)計(jì)的專業(yè)技術(shù)，提出了萬嘉地產(chǎn)全新的薪酬優(yōu)化方案。作者希望通過本文的研究，能夠在改進(jìn)萬嘉地產(chǎn)薪酬管理狀況的同時(shí)也能夠?yàn)槲覈闹行》康禺a(chǎn)企業(yè)在薪酬優(yōu)化方面提供一些有益的參考。
[Abstract]:With the aggravation of the competition in the real estate industry, the employees with skilled professional skills and high technology level are the guarantee of the survival and development of the enterprise. Human resources have become the capital of the real estate enterprise to obtain the advantage in the competition. Is the core resources of the enterprise. Salary management is an important part of modern human resources management. Whether the salary design is reasonable or not directly affects the working attitude and work results of employees, and is closely related to the healthy development of enterprises. According to the actual situation of the enterprise, how to design a reasonable salary plan and maximize the salary efficiency is the real estate enterprise to attract and retain talents. Necessary measures to improve the market competitiveness of real estate enterprises. Capital and technology are the characteristics of the real estate industry, with the characteristics of high early investment, long return cycle, uncontrollable risk, etc. Wanjia company is a rapid development of real estate enterprises. But the human resource management level of the enterprise. Especially, the salary management of the enterprise lags behind the development speed of the enterprise. In the fierce market competition, it deeply feels the pressure brought by the talent competition, and faces the problems existing in the development of the enterprise. There is an urgent need to optimize the original salary system in order to attract and retain talent. This paper is divided into seven parts: the first part describes the background and significance of the research and research purposes and methods; The second part of the salary design theory and basic methods, the development of foreign pay and the status quo of domestic research is described, the third part of the analysis of the internal and external environment on the impact of salary adjustment. The 4th part first describes the current situation of Wanjia Company, and then makes a diagnosis to reveal the existing problems in the current compensation system of Wanjia Company. And put forward the solution. 5th part proposed to the Wanjia salary system optimization plan, adopt the idea of broadband compensation, according to engineering series, marketing series. Financial series and administrative personnel series put forward specific optimization plan; The 6th part puts forward the safeguard measures to the salary optimization scheme; Part 7th is a summary of the full text, in this part a brief summary of the results of this paper. Referring to a large number of salary management examples and teaching materials, combined with the characteristics of real estate industry and human resources management, as well as the basic situation of Wanjia real estate, analysis of its problems, combined with the actual management needs of enterprises. By using the professional technology of modern salary design, the author puts forward a new salary optimization scheme of Wanjia Real Estate. The author hopes to study it in this paper. At the same time, it can provide some useful reference for the small and medium-sized real estate enterprises in our country in the aspect of salary optimization.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;F299.233.4

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本文編號(hào)：1493315