發(fā)布時(shí)間：2018-11-11 11:11

【摘要】：企業(yè)的競爭歸根到底是人才的競爭。薪酬管理作為人力資源管理的核心,對企業(yè)市場競爭和長期發(fā)展具有重要作用。目前,我國國有企業(yè)正從傳統(tǒng)的薪酬管理向現(xiàn)代薪酬管理轉(zhuǎn)變,很多企業(yè)引進(jìn)了國外成熟的管理工具,雖然取得了一定效果,但在轉(zhuǎn)化過程中也存在許多問題。結(jié)合我國國有企業(yè)的特殊性,如何吸收應(yīng)用國外先進(jìn)理念,是國企薪酬體系建設(shè)的重大課題。LW公司是一家從事廣告、新媒體業(yè)務(wù)的國有企業(yè),隨著國企改革及市場競爭的日益加劇,現(xiàn)行薪酬體系存在的弊端逐漸凸顯,員工滿意度降低,管理及骨干員工流失率增加。因此,對LW公司中高層管理人員薪酬體系進(jìn)行優(yōu)化設(shè)計(jì),建立一套既符合企業(yè)一般規(guī)律又體現(xiàn)國有企業(yè)特點(diǎn)的新體系已勢在必行。本文以LW公司中高層管理人員薪酬為研究對象,運(yùn)用現(xiàn)代薪酬理論,采用問卷調(diào)查、訪談、定性定量研究等方法,通過對問題的分析診斷,提出了中高層管理人員薪酬體系優(yōu)化設(shè)計(jì)方案。研究證明:科學(xué)的崗位分析和評價(jià),是薪酬體系優(yōu)化設(shè)計(jì)的基礎(chǔ);要針對各崗位的不同需求,設(shè)計(jì)差異化的薪酬模式,以增強(qiáng)薪酬的公平性和激勵(lì)性;同時(shí)要加強(qiáng)配套體系建設(shè),并保障新體系平穩(wěn)過度。研究認(rèn)為,改革的成功必須得到公司高層的大力支持,并注重發(fā)揮工會(huì)的作用。本文的研究成果對國內(nèi)同類企業(yè)具有一定的啟示和借鑒意義。
[Abstract]:The competition of enterprise is the competition of talent in the final analysis. As the core of human resource management, salary management plays an important role in enterprise market competition and long-term development. At present, the state-owned enterprises of our country are changing from the traditional salary management to the modern salary management. Many enterprises have introduced foreign mature management tools, although they have achieved certain results, there are many problems in the process of transformation. Considering the particularity of state-owned enterprises in China, how to absorb and apply foreign advanced ideas is an important subject in the construction of state-owned enterprises' salary system. LW Company is a state-owned enterprise engaged in advertising and new media business. With the increasing reform of state-owned enterprises and market competition, the disadvantages of the current salary system are gradually highlighted, employee satisfaction is reduced, management and backbone staff turnover rate increases. Therefore, it is imperative to optimize the salary system of senior managers in LW Company and establish a new system which not only accords with the general laws of enterprises but also embodies the characteristics of state-owned enterprises. This paper takes the compensation of the middle and senior management of LW Company as the research object, applies the modern compensation theory, adopts the methods of questionnaire, interview, qualitative and quantitative research, through the analysis and diagnosis of the problem. The optimal design scheme of middle and senior management compensation system is put forward. It is proved that scientific post analysis and evaluation are the basis of the optimal design of salary system, and that different compensation models should be designed according to the different needs of each post in order to enhance the fairness and incentive of compensation. At the same time, we should strengthen the construction of supporting systems and ensure the smooth transition of the new system. The research believes that the success of the reform must be strongly supported by the company, and pay attention to the role of trade unions. The research results of this paper have certain enlightenment and reference significance to domestic similar enterprises.
【學(xué)位授予單位】：云南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F713.8;F272.92

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