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2020年NC路桥薪酬改革方案设计DOC

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I 摘要 薪酬管理是企业人力资源管理中的重要内容,对员工行为影响重大。随着 企业管理理论的不断发展,管理者在实践中越来越重视人力资源的合理配置和 薪酬体系设计,从而对员工进行有效的激励。本文在研究薪酬管理相关理论的 基础上,结合 NC 路桥的薪酬管理现状,按照“平稳发展,循序渐进,适应市场 环境,体现人才价值,发挥激励作用”的原则,进行深入分析和诊断,设计了一 套适合 NC 路桥发展战略的薪酬体系。 文章研究共分为六章:第一章为绪论;第二章为理论部分、界定了事业单 位与经营性事业单位的区分。第三章和第四章是本文的核心部分,第三章首先 分析基本情况找出存在的问题,其次分析存在问题及原因,第四章根据改革总 体思路重新设计方案。第五章和第六章为薪酬改革的保障措施及结论展望。 本文采用问卷调查、访谈、主题座谈、内部相关资料收集整理等方法综合 分析,对 NC 路桥现行的薪酬管理体系和公司各种现状进行详细调查,并汇总 分析现行事业单位薪酬体系的优缺点及影响因素,进而运用文献研究法和案例 研究实证分析法开展薪酬管理体系优化分析和研究,结合运用管理学、人力资 源管理理论、薪酬绩效管理等相关理论知识,探索性的提出经营性事业单位薪 酬制度改革方案设想。 关键词:事业单位,薪酬绩效,方案设计ABSTRACT II ABSTRACT Salary management is an important part of enterprise human resources management, it has a significant impact on employee behavior. With the continuous development of enterprise management theory, managers pay more and more attention to the rational allocation of human resources and the design of the compensation system in practice, thus effectively motivating employees. Based on the related theories of salary management, this paper combines the current status of salary management of NC roads and bridges, and carries out in-depth analysis and diagnosis based on the principle of “smooth development, gradual progress, adapting to market environment, embodying talent value, and exerting an incentive role”, a set of salary system suitable for NC road and bridge development strategy is designed. This paper is divided into six chapters: The first chapter is the introduction; the second chapter is the theoretical part and defines the distinction between the public institutions and the business institutions. The third Chapter and the forth chapter are the core parts of this article. Chapter 3 first analyzes the basic situation to find out the existing problems, then analyzes the existing problems and causes, and the fourth chapter redesigns the plan based on the overall thinking of the reform. Chapters 5 and 6 provide guarantees and conclusions for salary reform. This article uses questionnaire surveys, interviews, topic discussions, internal data collection, and other methods to comprehensively analyze the existing salary management system and the company's current status of NC road and bridge, and summarizes the advantages,disadvantages and impact of the current institutional salary system. Then, use the literature research and case study empirical analysis to carry out optimization analysis and research of the salary management system, combined with the use of management theory, human resource management theory, salary performance management and other relevant theoretical knowledge, exploratory proposed operating institutions salary system reform plan. Key words: institution, salary performance, plan design目 录 III 目录 第 1 章 绪论.................................................................................................................1 1.1 研究背景和意义................................................................................................1 1.1.1 研究背景 ......................................................................................................1 1.1.2 研究意义 ......................................................................................................1 1.2 国内外研究现状................................................................................................2 1.2.1 国外研究现状 ..............................................................................................2 1.2.2 国内研究现状 ..............................................................................................3 1.3 研究思路及方法................................................................................................4 1.3.1 研究思路 ......................................................................................................4 1.3.2 研究方法 ......................................................................................................5 1.4 可能的创新与不足............................................................................................5 1.4.1 的创新点 ..............................................................................................5 1.4.2 的不足之处 ..........................................................................................6 第 2 章 相关理论及概念界定.....................................................................................7 2.1 相关理论基础....................................................................................................7 2.1.1 人力资源管理理论 ......................................................................................7 2.1.2 薪酬管理理论 ..............................................................................................7 2.1.3 激励理论 ......................................................................................................8 2.2 影响薪酬的因素..............................................................................................10 2.2.1 外部因素 ....................................................................................................10 2.2.2 内部因素 ....................................................................................................10 2.3 相关概念界定..................................................................................................11 2.3.1 事业单位与经营性事业单位 ....................................................................11 2.3.2 事业单位改制 ............................................................................................12 第 3 章 NC 路桥薪酬体系现状、存在问题及原因分析.........................................14 3.1 NC 路桥介绍 ...................................................................................................14 3.1.1 公司组织架构 ............................................................................................15 3.1.2 人力资源现状 ............................................................................................16目 录 IV 3.2 NC 路桥现行薪酬体系 ...................................................................................17 3.2.1 NC 路桥现行薪酬方案结构.......................................................................17 3.2.2 现行管理体系及薪酬满意度调查 ............................................................19 3.2.3 公司人员访谈 ............................................................................................23 3.3 NC 路桥薪酬方案存在的问题及原因分析 ...................................................24 3.3.1 事业单位身份影响 ....................................................................................24 3.3.2 薪酬结构及发放不合理 ............................................................................24 3.3.3 缺乏绩效激励 ............................................................................................25 第 4 章 NC 路桥薪酬改革方案设计.........................................................................26 4.1 薪酬制度改革的总体思路与原则..................................................................26 4.1.1 薪酬改革的总体思路 ................................................................................26 4.1.2 薪酬改革的原则 ........................................................................................26 4.2 薪酬体系改革的具体方案..............................................................................27 4.2.1 薪酬策略制订 ............................................................................................28 4.2.2 薪酬等级设计 ............................................................................................28 4.2.3 薪酬水平设计 ............................................................................................31 4.2.4 薪酬结构设计 ............................................................................................33 4.2.5 绩效管理体系设计 ....................................................................................40 4.2.6 绩效考核方法及指标设计 ........................................................................41 4.3 薪酬体系管理与实施......................................................................................41 4.3.1 薪酬总额控制 ............................................................................................41 4.3.2 薪酬的套改措施 ........................................................................................42 4.3.3 薪酬的调整 ................................................................................................42 4.3.4 绩效考核结果的应用 ................................................................................43 第 5 章 NC 路桥薪酬改革方案的保障措施.............................................................45 5.1 争取上级主管部门支持,加大薪酬改革宣传 ...............................................45 5.2 强化管理技能培训,提升管理者管理素养 ...................................................45 5.3 规范绩效考核程序,完善绩效管理制度 .......................................................46 5.4 建立员工薪酬档案,及时调整员工岗位 .......................................................46 5.5 成立薪酬改革小组,及时解决各种改革中遇到的问题 ...............................47 第 6 章 结论与展望...................................................................................................48目 录 V 6.1 结论 ...................................................................................................................48 6.2 展望 ...................................................................................................................48 致谢.............................................................................................................................50