【摘要】：知識經(jīng)濟時代的來臨和中國加入WTO，必將導(dǎo)致經(jīng)濟全球化進程的加快，中國企業(yè)要在知識經(jīng)濟和經(jīng)濟全球化時代獲得生存空間，如何利用薪酬杠桿，吸引、留住和激勵優(yōu)秀的人才，使他們的能力得以充分和持續(xù)的發(fā)揮已成為我國企業(yè)關(guān)注的焦點。論文以AMS公司廣告人員為研究對象，對其薪酬制度進行了研究和設(shè)計，全面論述了薪酬管理理論在企業(yè)實踐中的具體應(yīng)用，對我國企業(yè)提高人力資源水平具有現(xiàn)實價值。 論文采取理論聯(lián)系實際的方法，使用了大量的定量分析、定性分析方法對方案中的基本觀點及具體措施給與支持。通過對薪酬管理基本理論的探討，結(jié)合AMS公司廣告人員的人力資源特征和薪酬制度現(xiàn)狀，對AMS公司廣告人員現(xiàn)有薪酬制度進行了詳細(xì)剖析，有針對性的指出現(xiàn)有薪酬制度的不足和存在的問題。論文分析了影響AMS廣告人員薪酬制度的各種決定因素，結(jié)合該公司現(xiàn)實管理的需要，，對公司的薪酬管理形式提出新的思路及方案。AMS廣告人員的薪酬設(shè)計過程主要包括崗位價值評價、員工素質(zhì)能力評估、薪酬水平確定及薪酬結(jié)構(gòu)設(shè)計。 一個企業(yè)的薪酬制度設(shè)計不合理，將給企業(yè)造成很大的影響。反之合理科學(xué)的薪酬制度可以提升員工的激勵性和滿意度，提高企業(yè)的競爭力。薪酬制度的建立是一項全方位的系統(tǒng)過程，在此過程中，要充分結(jié)合企業(yè)特點，結(jié)合人力資源自身特點，從系統(tǒng)觀念和人力資源理論的現(xiàn)實出發(fā)，才有可能實現(xiàn)薪酬制度的有效激勵性。
[Abstract]:The coming of the era of knowledge economy and China's entry into WTO, will lead to the acceleration of the process of economic globalization. Chinese enterprises should obtain the living space in the era of knowledge economy and economic globalization, how to use the salary lever to attract, It has become the focus of Chinese enterprises to retain and motivate outstanding talents to make their abilities fully and continuously play. This paper takes the advertising staff of AMS Company as the research object, studies and designs its compensation system, discusses the concrete application of the compensation management theory in the enterprise practice, and has practical value for our country's enterprises to improve the level of human resources. In this paper, a great deal of quantitative analysis and qualitative analysis are used to support the basic viewpoints and concrete measures of the scheme. Based on the discussion of the basic theory of salary management and the characteristics of human resources and the present situation of compensation system of advertising staff in AMS Company, this paper makes a detailed analysis of the present compensation system of advertising personnel in AMS Company. Pointed out the shortcomings of the existing salary system and the existing problems. This paper analyzes the factors that influence the salary system of AMS advertisers, and combines with the needs of the company's actual management. This paper puts forward a new idea and scheme for the salary management of the company. The salary design process of the AMS advertising personnel mainly includes the evaluation of the post value, the evaluation of the employee's quality and ability, the determination of the salary level and the design of the salary structure. An enterprise's salary system design is unreasonable, will cause the very big influence to the enterprise. On the contrary, reasonable and scientific compensation system can enhance the incentive and satisfaction of employees and improve the competitiveness of enterprises. The establishment of compensation system is an all-around systematic process. In this process, we should fully combine the characteristics of enterprises and human resources, and proceed from the reality of system concept and human resources theory. It is possible to realize the effective incentive of salary system.
【學(xué)位授予單位】：西安理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2006
【分類號】：F272.92

【引證文獻】

相關(guān)碩士學(xué)位論文 前1條

1 郝瑞佳;軍隊文職人員薪酬制度研究[D];國防科學(xué)技術(shù)大學(xué);2010年

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