本文選題：報業(yè)發(fā)行 + 薪酬設計��； 參考：《山東大學》2009年碩士論文

【摘要】： 薪酬設計不僅是現(xiàn)代薪酬管理制度的重要組成部分,也是人力資源開發(fā)與管理的重要環(huán)節(jié),它對提高企業(yè)的競爭力有著不容忽視的作用。因此,每個企業(yè)都應根據(jù)各自的組織戰(zhàn)略設計一套適合于本組織并具有公平性及競爭力的薪酬方案。 隨著傳媒業(yè)的快速發(fā)展,中國報刊界都在探索報紙產業(yè)化運作,其本質意義是要整合各種優(yōu)勢資源(包括新聞版面、投遞網(wǎng)絡等),創(chuàng)造出新的利潤增長點。從報業(yè)產業(yè)化運作的角度看,報刊發(fā)行作為具有物流配送行業(yè)性質的一種新興產業(yè),已逐漸成為除廣告以外新的報業(yè)經(jīng)濟驅動點,而承載報刊發(fā)行任務的投遞工作顯得至關重要。如何利用薪酬有效激勵發(fā)行隊伍,提高企業(yè)競爭力和經(jīng)濟效益,成為發(fā)行企業(yè)或機構研究的主要課題。從當前國內報業(yè)行業(yè)現(xiàn)狀看,各家發(fā)行單位對于薪酬設計都沒有一套成熟、可借鑒的模式。 QRS公司是濟南市四家發(fā)行公司(機構)之一,具有典型的行業(yè)特征,遍布于市區(qū)的發(fā)行站是該類型企業(yè)架構中的基礎和核心。在當前的報業(yè)經(jīng)濟形勢下,QRS公司現(xiàn)有的發(fā)行站薪酬制度已經(jīng)與公司的戰(zhàn)略目標不匹配,制約著公司的進一步發(fā)展。經(jīng)調查,公司發(fā)行站薪酬體系存在一線員工薪酬水平偏低,部分崗位職責不明、冗員較多,薪酬橫向、縱向結構不合理,績效部分計發(fā)方式不清晰等問題。 本文在廣泛調查、搜集數(shù)據(jù)的基礎上,運用人力資源管理、薪酬管理、激勵等基本理論并借鑒很多企業(yè)的實踐經(jīng)驗,以企業(yè)戰(zhàn)略為指導,針對上述問題對原有薪酬體系進行了改進性設計。在新的薪酬體系設計中,首先利用報酬要素法對各崗位進行分析評價,排列崗位價值序列;然后調查行業(yè)內的市場薪酬水平,定位本公司的薪酬指導線:再次運用層次分析法,對薪酬結構單元的權重進行了量化分析,并借鑒崗效薪點工資制,調整崗位薪酬等級;最后按照一線員工的實際投遞情況,對其收入的主要組成部分——績效薪酬的計發(fā)方式作了重新修正,使其更適合行業(yè)運作的特點。 發(fā)行站薪酬設計與管理是一個動態(tài)的過程,通過對改進后的薪酬體系的導入與反饋,發(fā)現(xiàn)不足及時采取調整措施,來維系和提高薪酬體系的生命力。希望本文的研究對整個發(fā)行行業(yè)的薪酬制度建立與完善有實際參考和借鑒意義。
[Abstract]:Salary design is not only an important part of modern salary management system, but also an important link of human resource development and management. It plays an important role in improving the competitiveness of enterprises. Therefore, each enterprise should design a fair and competitive compensation package according to its own organizational strategy. With the rapid development of the media industry, Chinese newspapers and periodicals are exploring the industrialization of newspapers. Its essential meaning is to integrate all kinds of superior resources (including news layout, delivery network and so on) to create new profit growth points. From the point of view of the industrialization operation of newspaper industry, newspaper distribution, as a new industry with the nature of logistics and distribution, has gradually become a new driving point of newspaper economy besides advertisement. The task of carrying the distribution of newspapers and periodicals is very important. How to make use of the salary to motivate the issuing team and improve the competitiveness and economic benefit of the enterprise has become the main research topic of the issuing enterprise or institution. From the current situation of domestic newspaper industry, each issuer has no mature model for salary design. QRS Company is one of the four issuing companies (institutions) in Jinan, which has typical industry characteristics. The distribution stations in urban areas are the foundation and core of this type of enterprise structure. Under the current economic situation of newspaper industry, QRS company's present salary system of issuing station has not matched with the company's strategic goal, which restricts the company's further development. Through investigation, there are some problems such as low salary level of front-line employees, unclear responsibilities of some positions, more redundant staff, horizontal compensation, unreasonable vertical structure, unclear ways of calculating and issuing performance and so on. On the basis of extensive investigation and data collection, this paper applies the basic theories of human resource management, salary management and incentive, and draws lessons from the practical experience of many enterprises, guided by the enterprise strategy. In view of the above problems, the original compensation system has been improved design. In the design of the new compensation system, firstly, the compensation factor method is used to analyze and evaluate the positions, and then the position value sequence is arranged. Then, the market compensation level in the industry is investigated, and the salary guidance line of the company is positioned: the analytic hierarchy process (AHP) is used again. The weight of the salary structure unit is analyzed quantitatively, and the post salary grade is adjusted by reference to the post effective salary point wage system. Finally, according to the actual delivery situation of the front-line employees, This paper revises the way of calculating and issuing performance compensation, which is the main component of its income, and makes it more suitable for the characteristics of industry operation. The salary design and management of the issuing station is a dynamic process. Through the introduction and feedback of the improved compensation system, it is found that the adjustment measures can be taken in time to maintain and improve the vitality of the compensation system. I hope the study of this paper has practical reference and significance for the establishment and improvement of the entire distribution industry salary system.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2009
【分類號】：G211

【引證文獻】

相關碩士學位論文 前1條

1 馬麗麗;以股權分享為核心的激勵性薪酬體系研究[D];天津理工大學;2012年

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本文編號：1812083