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2020年ZJ公路工程公司薪酬体系改进方案DOC

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在知识经济时代背景下,动态、开放、国际化的市场环境,使得 我国企业面临更多的机遇与挑战,人才的竞争已成为时代的主旋律。 对企业而言,人才的竞争更是其整体发展战略的重要组成部分,而人 才竞争中的薪酬体系方案的设计、实施及保障措施更是重中之重。ZJ 公路工程公司创建于 2004 年,总部位于北京。多元化竞争主体、科 学技术进步、运营成本等诸多因素,导致 ZJ 公司现有的薪酬体系已 经无法使企业应对上述种种挑战,原有的薪酬体系逐渐跟不上时代发 展的节奏,需要重新对公司薪酬体系进行改进。 本文根据需要层次理论、期望理论、双因素理论、激励过程综合 理论,依托国内外研究发展趋势及国内基础建设领域的发展方向,结 合 ZJ 公司现有薪酬体系与非公经济薪酬体系的差异,运用现代人力 资源管理、组织行为学、管理学、经济学等有关知识,在现有的薪酬 体系基础上,采取文献分析法、实地调研法、问卷调查法、定量调查 与定性调查相结合的方法,对公司薪酬管理进行方案改进,通过实地 调研,对 ZJ 公路工程公司薪酬体系存在的薪酬制度与市场脱节等诸 多问题及致因进行了研判;根据系统性原则、公平性原则、竞争性原 则、激励性原则、团队性原则、福利报酬原则,通过确定薪酬战略, 调整薪酬结构,调整薪酬模式,明确岗位评价制度,对 ZJ 公路工程 公司薪酬体系的薪酬总量、薪酬结构、以岗定薪依据、员工绩效考核 办法进行调整改进。 本文研究重点是 ZJ 公路工程公司薪酬体系改进方案的构建。难 点是调研分析 ZJ 公路工程公司薪酬体系存在的问题,对象分散、工II 作量大;对公司薪酬体系中薪酬总量、薪酬结构、以岗定薪依据、员 工绩效考核等调整改进,涉及范围广、利益冲突多。 本文构建了符合时代发展趋势、紧密结合 ZJ 公司实际的薪酬体 系改进方案,为吸引高素质人才、有效降低公司运营成本、保持长期 竞争优势以及公司整体战略及可持续发展奠定了基础。同时,本研究 对于同行业内其他企业也有一定的借鉴意义。 关键词,薪酬;薪酬体系;公路工程III The Improvement of Salary System for ZJ Highway Engineering Company Abstract: Under the background of knowledge economy era, dynamic, open and international market environment makes our country enterprise face more challenges and opportunities, which has become the main melody of the era of talent competition. For enterprise, talent competition is an important part of its overall development strategy and the design, the implementation and safeguard measures is Paramount in the talent competition. ZJ highway engineering company, founded in 2004, which has the registered capital of 930 million yuan in Beijing. Diversified competition main body, science and technology progress, operating costs, and many other factors led to ZJ had company's existing compensation system has been unable to make the enterprise to cope with the challenges and the original salary system gradually couldn't keep up with the rhythm of The Times development, which need to improve the company's compensation system. Based on the theory of hierarchy of needs, expectancy theory, two-factor theory and incentive process comprehensive theory, relying on the development trend of the research and the domestic development direction in the field of infrastructure construction, combined with the company's existing compensation system and the difference of non-public economic compensation system, the paper uses the modern human resources management, organizational behavior, management science, economics and other related knowledge on the basis of the existing compensation system and adopts literature analysis, field survey method, questionnaire survey method, the combination of qualitative investigation and quantitative investigation method, to improve the company’sIV compensation management. Through on-the-spot investigation, the pay system of highway engineering company compensation system and market had many problems and the cause analysis; According to the systematic principle, the principle of fairness, competitive principle, encouraging principle, group sex principle, the principle of welfare payments, by determining salary strategy, adjusting the structure of salary, adjusting salary pattern, clearing post evaluation system, the paper improves pay system in total compensation, compensation structure, wage basis, the staff performance. In this paper, we study the focus that is how to create ZJ highway engineering company compensation system improvement program. The difficulty is what ZJ had problems in highway engineering company compensation system; The amount of compensation to the company compensation system, salary structure, wage and employee performance appraisal involve widely conflicts of interest. This paper constructs the conform to development trend, closely combines with the actual what ZJ had company compensation system improvement program to attract high-quality talent, effectively reduce the company's operating costs, maintain long-term competitive advantage and sustainable development of the company's overall strategy. At the same time, this study to other enterprises in related industry also has certain reference significance. Keywords: Salary;Salary System;Highway projectsV 目 录 1 绪论............................................................................................................................ 1 1.1 研究背景和立论依据....................................................................................... 1 1.1.1 研究背景................................................................................................. 1 1.1.2 立论依据................................................................................................. 2 1.2 研究目的和意义.............................................................................................. 3 1.2.1 研究目的................................................................................................ 3 1.2.2 研究意义................................................................................................ 3 1.3 国内外薪酬研究现状...................................................................................... 4 1.3.1 国外薪酬研究现状................................................................................ 5 1.3.2 国内薪酬研究现状................................................................................ 7 1.4 研究技术路线.................................................................................................. 9 1.5 研究方法和研究内容...................................................................................... 9 1.5.1 研究方法................................................................................................ 9 1.5.2 研究内容.............................................................................................. 10 2 薪酬相关理论.......................................................................................................... 11 2.1 薪酬的概念与构成........................................................................................ 11 2.2 薪酬的模式.................................................................................................... 12 2.2.1 职位薪酬模式...................................................................................... 12 2.2.2 技能薪酬模式....................................................................................... 13 2.2.3 能力素质薪酬模式.............................................................................. 13 2.2.4 宽带薪酬.............................................................................................. 13 2.3 薪酬体系概述................................................................................................ 14 2.4 相关理论基础................................................................................................ 15 2.4.1 需求层次理论...................................................................................... 15 2.4.2 期望理论.............................................................................................. 16 2.4.3 双因素理论.......................................................................................... 16 2.4.4 激励过程综合理论.............................................................................. 17 3 ZJ 公路工程公司薪酬体系现状及存在问题.......................................................... 19VI 3.1 ZJ 公路工程公司概况.................................................................................... 19 3.1.1 ZJ 公路工程公简介.............................................................................. 19 3.1.2 ZJ 公路工程公司组织结构.................................................................. 20 3.2 ZJ 公路工程公司现有薪酬体系及存在问题................................................ 21 3.2.1 ZJ 公路工程公司现有薪酬体系.......................................................... 21 3.2.2 ZJ 公路工程公司绩效考核办法.......................................................... 26 3.2.3 ZJ 公路工程公司薪酬体系存在的问题.............................................. 29 4 ZJ 公路工程公司薪酬体系改进方案设计.............................................................. 33 4.1 薪酬体系改进方案的原则和思路................................................................ 33 4.1.1 薪酬体系改进方案的原则.................................................................. 33 4.1.2 薪酬体系改进方案的思路.................................................................. 35 4.2 薪酬体系改进方案........................................................................................ 36 4.2.1 薪酬体系改进方案主框架.................................................................. 36 4.2.2 薪酬体系改进方案具体内容.............................................................. 39 5 ZJ 公路工程公司薪酬体系改进方案实施保障措施.............................................. 45 5.1 组建合理的组织结构.................................................................................... 45 5.1.1 组建薪酬管理委员会.......................................................................... 45 5.1.2 组建薪酬管理办公室.......................................................................... 45 5.1.3 组建子公司薪酬管理小组.................................................................. 46 5.2 建立健全薪酬管理制度................................................................................ 46 5.2.1 建立完善的人力资源管理体系.......................................................... 46 5.2.2 完善绩效考核制度.............................................................................. 46 5.2.3 改进薪酬福利制度.............................................................................. 47 5.3 建立资金回报机制........................................................................................ 48 5.3.1 明确利润与薪酬挂钩.......................................................................... 48 5.3.2 加强有效的沟通管理.......................................................................... 48 5.4 其他保障........................................................................................................ 49 5.4.1 改革经营思想观念.............................................................................. 49 5.4.2 强化公司文化建设.............................................................................. 49 6 结论与展望.............................................................................................................. 51VII 6.1 结论................................................................................................................ 51 6.2 展望................................................................................................................ 52