摘要 如今不少企业在人力管理过程中,对有贡献的员工除了支付薪酬外,还通过其他 形式给予奖励,这种内外薪酬有效结合的方式是对员工工作的肯定和回报。合理的薪酬 发放可以使员工更加努力兢业的工作,还可以使企业的战略目标转化成可持续发展的行 动的方案。科学合理的薪酬激励方案不但提升员工对企业的信任感与归属感,而且还对 企业的生存和发展起到重要的现实意义。在全球竞争环境下,N公司不得不在可支付范 围内增加总体薪酬水平,以吸引和留住员工,激励他们为企业创造更多的价值。 本研究对N公司的薪酬激励方案进行了比较深入的分析和评价,针对N公司的薪酬 激励方案总结出存在的主要问题有:对内部缺乏公平性、对市场缺乏竞争性、对员工缺 乏激励性。比如薪酬结构失衡,薪酬与考核脱节,缺乏长期激励,激励内容不完善,激 励措施差异不大,激励过程缺乏沟通等。故对N公司的薪酬激励方案进行了优化设计, 其中核心观点:建立和完善激励考核制度,建立和完善员工培训、晋升和沟通制度,运 用薪点法重新确定岗位薪酬,提升员工对薪酬的满意度。增加福利内容,关注非物质激 励设计,以物质激励为核心,补充非物质激励,提升员工对企业的归属感和对工作的积 极性,改善企业薪酬激励状况,提升企业市场竞争力。 作者通过N公司薪酬激励方案的优化研究,对玻璃生产企业和国家有关法律法规进 行深入了解,分析原有薪激励方案的不足之处,运用激励过程理论做基础,结合N公司 各岗位作出对应的价值评价,使其新薪酬激励方案更具人性化,以人为本,把握人才, 提升企业市场竞争力。 关键字:N公司;薪酬方案;激励 I N COMPANY COMPENSATION INCENTIVE SCHEME ABSTRACT Now many companies in the process of human management, to contribute in addition to pay employees, also through other forms shall be rewarded, the effective combination of internal and external compensation is affirmed and return to the work of the staff. Reasonable pay can make employees to work harder and work, also can make the enterprise's strategic objectives into the sustainable development of the action plan. Scientific and rational compensation scheme not only improve employee to enterprise's trust and sense of belonging, but also to enterprise's survival and development have an important practical significance. In the global competition environment, N company to increase total pay levels, within the range can pay to attract and retain employees, inspire them to create more value for the enterprise. The research of N company's compensation incentive schemes are analyzed and evaluated in depth, the compensation incentive scheme of N company, summarized the main problems are: the lack of internal fairness, lack of market competition, the lack of incentive for employees. For example, salary structure imbalance, disconnect the remuneration and appraisal, the lack of long-term incentive, incentive content is imperfect, incentive measures had little difference, incentive process such as lack of communication. The N company's compensation incentive scheme to optimize design, the key points: to establish and improve the incentive performance appraisal system, establish and improve staff training, promotion and communication system, to determine the salary the salary point method, improve employee satisfaction with pay. Increase the welfare content,pay attention to non-material design,material incentive as the core, non-material incentives complement, enhance their sense of belonging to the enterprise and enthusiasm to the work, improve enterprise salary incentive situation, enhance the market competitiveness of enterprises. The author, through the study of N company pay packages for glass production enterprises and the relevant national laws and regulations, carry out an in-depth understanding and analysis of the original package deficiency, and apply the theory to process, in combination with N different positions of the company to make corresponding value evaluation, the new compensation plan more humanized, people-oriented, to grasp the talent, promote the competitiveness of the enterprise market. KEY WORDS: N company; Compensation! plan; motivation ii 目录目录 m n ABSTRACT 第一章导论 1.1选题背景 1. 2研究意义 1. 3研究方法与技术路线 1.3.1研究方法 : 1.3.2技术路线 第二章N公司薪酬激励方案现状分析 2.1 N公司概况 2. 2 N公司现有薪酬激励方案的描述 2.2.1年薪工资制 2.2.2提成工资制 2.2.3技能工资制 2.2.4岗位工资制 2.3 N公司现有薪酬激励方案存在的弊端 2.3.1缺乏科学薪酬标准 2.3.2缺乏岗位分析和岗位评价 2.3.3缺乏外部竞争力和内在公平性 2.3.4激励机制不完善 2.4 N公司现有薪酬激励方案弊端的形成原因... 2. 4.1薪酬水平和企业发展战略不匹配 2.4.2薪酬激励考核方案不完善 第三章N公司新薪酬激励方案优化的思路和内容 3.1优化设计的必要性 3. 2优化设计的原则 3.2.1合法原则 3.2.2公平原则 3.2.3战略原则 15 3. 2.4竞争原则 15 3.2.5经济性原则 15 3.2.6激励原则 15 3.3优化设计的思路 16 3.3.1建立薪酬激励机制 17 3.3.2建立晋升机制 17 3.3.3明确岗位和薪酬设置 18 3.3.4明确固定薪酬和浮动薪酬 18 3. 4优化设计的步骤 19 3.4.1薪酬原则与策略 19 3.4.2岗位设置与岗位分析 20 3.4.3岗位评价 20 3.4.4薪酬调查 20 3. 4.5薪酬分级和定薪 21 3.4.6薪酬结构设计 21 3.4.7新薪酬激励方案的实施、修正和调整 21 3.5优化设计的内容 22 3. 5.1高层管理人员年薪制 30 3.5.2技术人员技能工资制 31 3.5.3销售人员提成制 33 3.5.4其他人员岗位工资制 33 3.5.5设置安全生产奖 34 3.5.6设置各种福利 34 3. 6优化设计的优势 35 3.6.1客观的岗位评估 35 3.6.2加大薪酬差异性 36 3.6.3提高员工满意度 36 第四章N公司实施新薪酬激励方案的保障措施 37 4.1.企业领导的重视程度是推动新薪酬方案实施的基础保障 37 IV 4. 1. 1建立薪酬改革委员会 37 4. 1.2釆纳合理化建议 37 4. 2企业人力资源部是推行新薪酬激励方案实施的主要保障 38 4.2.1由上至下组织沟通,以保证改革顺利进行 38 4. 2.2启动竞争上岗机制,优秀人才脱颖而出 38 4.2.3确保基层员工薪酬不下调,稳定人力基础 38 4. 2. 4对新员工启用试薪制,缓和新老员工矛盾 39 4.2.5建立绩效考核制度,实施岗位动态管理 39 第五章结语