【摘要】：隨著經(jīng)濟的全球化和信息時代的到來，人力資源成為企業(yè)的戰(zhàn)略資源，，人力資源管理也逐漸由傳統(tǒng)的人事管理上升到戰(zhàn)略管理的高度。然而，無論處在哪一個管理階段上，員工的薪酬管理始終是核心環(huán)節(jié)。因此，如何制定合理規(guī)范的薪酬制度以求得更好的生存空間以及良好的發(fā)展前景是每一個公司所需解決的問題�；诖�，本文選取長沙新銳裝飾公司進行薪酬體系的研究。 長沙新銳裝飾公司是中南地區(qū)的一家從事裝飾的企業(yè)，公司成立至今已有數(shù)年，然而在薪酬管理方面存在很大的缺陷，其規(guī)模的發(fā)展擴大也遇到了企業(yè)成長的瓶頸。文章基于公司的基本情況，運用問卷調(diào)查探討了長沙新銳裝飾公司的人力資源狀況。通過長時間的深入調(diào)研，以薪酬基本理論為指導并在研究現(xiàn)代企業(yè)薪酬體系設(shè)計的基礎(chǔ)上，針對該公司當下的人力資源現(xiàn)況及薪酬體系進行了分析，同時結(jié)合公司長遠發(fā)展目標，闡述了當前公司在薪酬體系上的弊端及可能導致公司在戰(zhàn)略層面上產(chǎn)生的多方面影響，并在理論結(jié)合實際的基礎(chǔ)上，提出了完善公司薪酬體系的總體思路和具體方案。 在文章的最后，為確保公司有效的實施其薪酬體系改進方案還提出了實施相關(guān)方案的保障措施和評估方法的建議，以便適應不斷變化的市場競爭環(huán)境。希望能夠為其它公司薪酬管理體系的制定與實施提供一定的參考價值。
[Abstract]:With the globalization of economy and the arrival of the information age, human resources have become the strategic resources of enterprises, and human resource management has gradually risen from traditional personnel management to the height of strategic management. However, no matter in which management stage, employee compensation management is always the core link. Therefore, how to establish a reasonable and standardized salary system in order to obtain a better living space and a good development prospects is the problem that every company needs to solve. Based on this, this paper selects Changsha Xinrui decoration company to study the compensation system. Changsha Xinrui Decoration Company is a decoration enterprise in the middle and south of China. The company has been established for several years. However, there are many defects in salary management, and the development and expansion of its scale also meet the bottleneck of enterprise growth. Based on the company's basic situation, this paper discusses the human resource situation of Changsha Xinrui Decoration Company by questionnaire. Through a long period of in-depth investigation, under the guidance of the basic theory of compensation and on the basis of studying the design of modern enterprise compensation system, this paper analyzes the current situation of human resources and compensation system of the company. At the same time, combined with the long-term development goal of the company, this paper expounds the malpractice of the current company in the compensation system and its possible influence on the strategic level of the company, and on the basis of combining theory with practice, Put forward the overall idea and concrete plan of perfecting the compensation system of the company. At the end of the paper, in order to ensure the effective implementation of its compensation system improvement scheme, the paper also puts forward some measures to ensure the implementation of the relevant schemes and evaluation methods, in order to adapt to the changing market competition environment. Hope to provide some reference value for the establishment and implementation of compensation management system in other companies.
【學位授予單位】：湖南大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F426.92

【參考文獻】

相關(guān)期刊論文 前10條

1 董成;;現(xiàn)代工資理論與企業(yè)薪酬體系設(shè)計[J];經(jīng)營管理者;2011年24期

2 明月;;上市公司高管薪酬激勵有效性研究[J];財會通訊;2013年02期

3 祝建軍;;人力資本理論發(fā)展綜述[J];湖北財經(jīng)高等專科學校學報;2006年02期

4 劉雪梅;;基于激勵理論的供應鏈管理[J];合作經(jīng)濟與科技;2011年24期

5 常荔;論經(jīng)濟學視角的微觀薪酬理論的演變[J];華中科技大學學報(社會科學版);2004年04期

6 劉增武;;企業(yè)薪酬管理體系的構(gòu)建[J];南京工業(yè)職業(yè)技術(shù)學院學報;2006年03期

7 陳思明;論現(xiàn)代薪酬管理的理念及其特點[J];同濟大學學報(社會科學版);2004年02期

8 王慧媛;郭海紅;;基于價值理念的薪酬模式探討[J];現(xiàn)代商業(yè);2010年03期

9 賀偉;龍立榮;;薪酬體系框架與考核方式對個人績效薪酬選擇的影響[J];心理學報;2011年10期

10 胡放之;西方200年來工資決定理論概述[J];咸寧學院學報;2005年04期

本文編號：2379785