本文關(guān)鍵詞： 津奧公司 崗位評價 薪酬體系 設(shè)計 滿意度調(diào)查　出處：《天津財經(jīng)大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：在經(jīng)濟社會發(fā)展進步的今天,以人為本的理念已經(jīng)成為企業(yè)發(fā)展的信條和宗旨。在未來,人才必將成為企業(yè)未來競爭的關(guān)鍵。 電梯行業(yè)是一個以人為主要因素的行業(yè),人力管理中薪酬又是最重要的組成部分,薪酬不僅代表著人力資本,更是引導(dǎo)人才流動的趨勢。就企業(yè)而言,留人難、招人難、員工缺乏積極性是亟需解決的問題。靈活有效且符合企業(yè)實際的薪酬制度有助于企業(yè)解決人員問題,有利于保持和提高人員的積極性和穩(wěn)定性。在組織發(fā)展戰(zhàn)略指導(dǎo)下,薪酬管理是一個動態(tài)管理過程,從薪酬各個方面進行確定、分配和調(diào)整。本文從研究背景、意義和方法等入手,運用理論聯(lián)系實際,定性和定量相結(jié)合的方法對津奧電梯公司進行了分析研究。以薪酬管理理論為基礎(chǔ),分析了津奧電梯公司存在的薪酬問題。對本文外部因素評估法對其宏觀環(huán)境和行業(yè)特點進行了詳細分析,運用內(nèi)部因素評估法對津奧電梯公司目前的薪酬管理進行了研究。針對存在的問題和不足,采用海式系統(tǒng)法進行崗位評估,通過崗位評估對員工崗位進行層級劃分,建立層級體系,確定相應(yīng)工資水平,利用重新分配的原則。本文最后通過設(shè)計員工滿意度調(diào)查表,對薪酬體系優(yōu)化前后進行比較,以達到新的薪酬制度的預(yù)期效果。因此,本文通過對該公司分析之后,提出改進方案,為該企業(yè)從根本地解決薪酬問題。這不僅僅對解決津奧電梯公司實際人員問題起到真正的現(xiàn)實意義,而且對于其他中小電梯企業(yè)具有借鑒意義。
[Abstract]:In today's economic and social development and progress, the people-oriented concept has become the creed and purpose of enterprise development. In the future, talent will become the key to the future competition of enterprises. Elevator industry is an industry with people as the main factor. Compensation is also the most important part of human resources management. Compensation not only represents human capital, but also guides the flow of talent. As far as enterprises are concerned, it is difficult to retain people, but it is difficult to recruit people. The lack of enthusiasm of employees is an urgent problem to be solved. Flexible and effective compensation system can help enterprises solve the problem of personnel, and help to maintain and improve the enthusiasm and stability of personnel. Under the guidance of organizational development strategy, Salary management is a dynamic management process, which determines, distributes and adjusts from all aspects of salary. This paper starts with the research background, significance and method, and applies theory to practice. The qualitative and quantitative methods are used to analyze and study Zin'ao Elevator Company, which is based on the theory of salary management. This paper analyzes the compensation problems existing in Zin'ao Elevator Company, and analyzes in detail the macro environment and industry characteristics of this paper by the external factor evaluation method. The present salary management of Jinao Elevator Company is studied by using the method of internal factor evaluation. Aiming at the existing problems and shortcomings, this paper adopts the sea system method to carry on the post evaluation, and divides the employees' posts into different levels through the post evaluation. Finally, through the design of employee satisfaction questionnaire, the salary system before and after optimization are compared, in order to achieve the expected results of the new salary system. Through the analysis of the company, this paper puts forward the improvement plan, which will solve the compensation problem fundamentally for the enterprise, which is not only to solve the actual personnel problem of Zin'ao elevator company, but also to play a real practical significance. And for other small and medium-sized elevator enterprises have reference significance.
【學(xué)位授予單位】：天津財經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F426.4;F272.92

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