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2020年L公司薪酬体系优化方案DOC

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文本描述
在中国经济持续高速发展的大背景下,作为工业之母的塑料模具制造业出现了极端 残酷的的竞争格局。事实上,任何工商企业的竞争本质上都可以引申为人才的竞争,任 何企业要想在持续竞争中取胜,就必须越来越认识到人力资源管理的重要性。本研究采 取理论联系实际的分析方法,针对 L 公司目前员工工作动力不够,工作主动性不强的现 象,通过对 L 公司的部门主管、核心员工以及基层一线员工进行调查问卷分析以及同行 企业访谈的结果,诊断导致员工工作动力不够,工作主动性不强的原因,并提出相应的 改善方案,建设薪酬优化体系,以提升企业整体效益。 共分为四章内容。第一章绪论,主要介绍了行业的背景,注明了诊断的主要目 的,同时列举了对本次研究诊断有参考价值的文献以及诊断的主要内容和理论工具;第 二章 L 公司的薪酬管理现状,主要介绍了 L 公司作为一家中小型的模具制造企业,其 运营现状,组织架构和人力资源管理现状。明确指出 L 公司目前面临的问题就是现有的 薪酬制度不够科学,不够合理,导致对员工的激励作用有限。第三章 L 公司薪酬体系诊 断与分析,主要分析了目前 L 公司人力资源困境产生的原因。第四章 L 公司薪酬体系 的优化与实施,主要是针对造成 L 公司薪酬激励不够的各种原因相对应的提出解决方 案,并对合理科学的薪酬控制做了分析,从执行的层面分析了可靠保证优化后的薪酬体 系有效运行的措施。 L 公司在小型模具制造企业里面具有一定的代表性,本文以 L 公司作为研究对象, 力求达到以下目的, 1.通过建立合理的岗位分析与岗位评价系统,为 L 公司在人才招聘,晋升,激励 等方面提供科学的理论依据; 2 通过对模具加工工序进行归类和分解,为 L 公司大多数岗位的绩效考核提供可量 化的指标,并重新构建 L 公司的绩效考核系统; 3.通过对薪酬沟通与薪酬控制的研究,为 L 公司优化后薪酬体系的战略实施提供解 决思路。 关键词,小型模具制造企业;薪酬激励;薪酬体系;优化II ABSTRACT In the context of China's sustained and rapid economic development, as the mother of industrial plastic mold manufacturing the extreme cruelty of the competitive landscape. In fact, the competitive nature of any industrial and commercial enterprises in the final analysis can be extended for the talent competition, any enterprise sustainable competitive in order to win, they must be increasingly aware of the importance of human resources. The results of this study to take the theory with a practical method of analysis for the L Company employees work force is not enough, not strong work initiative phenomena of of L department heads, key employees and primary frontline employees questionnaire analysis, diagnosis lead the staff is not enough motivation, strong work initiative, aimed for the phenomena of nature, to find out why, and to provide a basis to improve enterprise efficiency.. The paper is divided into five chapters. The first chapter mainly introduces the background, the main purpose of indicating the diagnosis, the main content and the theoretical tools for the diagnosis of the list of reference documents and diagnosis; pay management status of L company second chapter mainly introduces L company as a small and medium-sized mold manufacturing enterprises, the operation status, current situation of structure and organization of human resource management. Clearly pointed out L the current problems facing the company's existing salary system is not scientific, not reasonable, resulting in the incentive to employees co.. The third chapter L company salary system diagnosis and analysis of the main reasons of the plight of human resources company produced L. The fourth chapter of L company compensation system optimization is the main cause is the L company compensation incentive for various reasons not enough corresponding solutions. Implementation of compensation system in the fifth chapter the strategy of L company mainly do analysis on compensation and compensation control, from the executive level analyzes how reliable to ensure the effective operation of the new salary system.L companie is the small and medium-sized manufacturing enterprise which has the certain representation, this paper takes L company as the research object, research, and strive to achieve the following three objectives:III 1. Through the establishment of a reasonable job analysis and job evaluation system in recruitment, promotion, incentive etc. to provide a scientific basis for L company; 2. Through the mold and decomposition processes are classified, to provide job performance appraisal quantifiable indicators and rebuild L company's performance appraisal system; 3. Through communication and pay remuneration controlled studies, to provide compensation system solution ideas for optimized implementation of the strategy. Keywords: small mold manufacturer; incentive pay; salary system; optimizationIV 目 录 摘要.........................................................................................................................................I ABSTRACT .............................................................................................................................. II 图表清单..................................................................................................................................VI 第一章 绪论............................................................................................................................1 1.1 研究背景 ......................................................................................................................... 1 1.2 研究的目的和意义 ......................................................................................................... 2 1.3 文献综述 ......................................................................................................................... 3 1.3.1 国外研究动态........................................................................................................... 3 1.3.2 国内研究动态........................................................................................................... 6 1.4 研究的内容与研究的方法 ............................................................................................. 8 1.4.1 本文研究的内容及基本框架................................................................................... 8 1.4.2 本文研究的方法....................................................................................................... 9 第二章 L 公司薪酬管理现状 ..............................................................................................10 2.1 L 公司概况 ..................................................................................................................... 10 2.1.1 L 公司简介 .............................................................................................................. 10 2.1.2 L 公司的组织架构介绍 .......................................................................................... 11 2.2 L 公司薪酬体系现状 ..................................................................................................... 12 2.2.1 L 公司人力资源管理现状 ...................................................................................... 12 2.2.2 L 公司薪酬体系现状介绍 ...................................................................................... 12 2.2.3 L 公司薪酬成本分析 .............................................................................................. 14 2.3 本章小结 ....................................................................................................................... 15 第三章 L 公司薪酬体系诊断与分析 ..................................................................................16 3.1 外部因素分析 ............................................................................................................... 16 3.1.1 模具从业人员逐年减少......................................................................................... 16 3.1.2 模具从业人员薪水越来越高................................................................................. 16 3.1.3 小企业招聘劣势..................................................................................................... 17 3.1.4 周边同行业薪酬比较............................................................................................. 17 3.2 内部因素分析 ............................................................................................................... 18V 3.2.1 公司的发展战略..................................................................................................... 18 3.2.2 员工满意度调查..................................................................................................... 18 3.3 L 公司薪酬体系存在问题分析 ..................................................................................... 21 3.4 本章小结 ....................................................................................................................... 23 第四章 L 公司薪酬体系的优化与实施 ..............................................................................24 4.1 L 公司薪酬体系优化设计的原则 ................................................................................. 24 4.2 L 公司薪酬优化体系的设计步骤 ................................................................................. 25 4.3 确定 L 公司的薪酬优化策略 ....................................................................................... 26 4.4 岗位分析与评价 ........................................................................................................... 28 4.5 确定薪酬构成 ............................................................................................................... 34 4.6 福利制度设计 ............................................................................................................... 37 4.7 绩效考核指标设计 ....................................................................................................... 37 4.8 L 公司薪酬体系的战略实施 ......................................................................................... 42 4.8.1 薪酬沟通................................................................................................................. 42 4.8.2 薪酬控制................................................................................................................. 44 4.10 本章小结 ..................................................................................................................... 46 结 论......................................................................................................................................48