题目:YH公司专业技术人员薪酬方案设计研究 专业:工商管理 学生姓名:张凤贤学生姓名: 导师姓名:史耀疆导师姓名: 摘要 粼麟乏 州摊 陕西宇航科技工业公司(以下简称YH公司)是隶属于中国航天科技集团第 四研究院的专门从事科技研发工作的单位为了适应市场竞争和体制改革的需 要,以/公司0形式注册成立然而,机构的庞大,员工的不断增加对公司的人 力资源管理提出了新的挑战面对员工对薪酬待遇不满,专业技术人员没有充分 发挥能力的平台,人才流失情况严重,公司员工整体缺乏工作热情等一系列问题, 虽然公司采用了效益留成!绩效考核!裁员等一系列措施,但收效甚微,反而还 产生了领导行为短期化!企业经营状况不能如实反映!企业综合竞争力下降等副 作用究其原因,不利的专业技术人员薪酬激励制度是重要的成因之一所以, 尽快建立切合企业实际情况的专业技术人员薪酬激励机制,努力留住企业的中坚 力量,对YH公司的长期稳定发展有非常重要的现实意义 本文针对YH公司的特点!薪酬发展的历史!以及专业技术人员薪酬激励制 度的现状和不足,从航天科研单位的实.亡青况出发,对YH公司的专业技术人员 进行工作分析!岗位设计和测评,通过建立/科技人员的胜任特征模型0并进行 量化分析,设计出新的专业技术人员薪酬激励方案,即技能取向型薪酬方案) 以岗位和个人因素为基础!兼顾绩效因素的薪酬方案:通过对科研任务采取/项 目管理0的理念,奖金的分配与项目进度及团队协作情况紧密结合,设计出了价 值取向型薪酬方案)以绩效为基础的薪酬方案并且通过比较,确定价值取向 型薪酬方案作为YH公司专业技术人员的薪酬方案同时提出了实施薪酬方案的 配套措施及相关建议 =关键词>薪酬激励专业技术人员 =论文类型>应用研究Title:YHcorPorationProfessionals肠11Personnels加ff SPeeialty: Nsme: designthefaggotPaymentscheme BusineSSAdminist段tion Zhangfeng对an 几torProfessor:Shiyaojia519二t一寥喃哈沁\signature:弥卜;均# Abst扭Ct TheShaanxisPaeenavigationscieneeandteehnologyindustrycorporation (belowabbreviationYHcorporation)beChinesesPaeefiightseienceandteehnology cirelethethe4ththreeProduceeorporationattheresearehinstitute.Establishsinee andudergotimeandagainthattheorganizationreforms,andeausessuehbecome with0mastersuPPlementstodePart0toaetasdominantideagradually,andgathers assemblethemanufacture,serviee,tradeandequalstothebelongingtothenation enterprisessolelyownedbysomebodyoftoamanPluralityizationmanagement. 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[Keywords1FaggotpaymentExeitationprofessionalskillPersonnelstaff [Research勺pe1APplieationstudy 犷目录 1导论..................................................................................................1 1.1论文选题的背景....................................................................1 1.2研究的目的和意义................................................................2 1.3研究的主要内容....................................................................4 1.4研究所用到的管理学方法和工具........................................4 1.4.1研究范围.............................................................................4 1.4.2研究方法.............................................................................5 1.5论文的结构安排和逻辑框架................................................5 2薪酬)激励理论的回顾.................................,......................8 2.1经济学中激励理论的回顾....................................................8 2.2管理学与心理学中激励理论的回顾....................................9 2.2.1需要层次理论..................................,............................9 2.2.2双因素理论.........................................................................9 2.2.3期望理论...........................................................................10 2.2.4强化理论...........................................................................10 2.2.5公平理论...........................................................................10 2.3薪酬理论及薪酬管理的历史发展过程...............................n 2.3.1早期工厂制度阶段............................................................n 2.3.2科学管理阶段...................................................................12 2.3.3行为科学阶段...................................................................13#2.3.4现代薪酬管理理论...........................................................14 2.3.5以技术!能力和业绩为基础的薪酬制度.......................16 3YH公司简介..................................................................................21 3.IYH公司的基本情况............................................................21 3.2YH公司专业技术人员薪酬的现状....................................25 3.2.1影响航夭科研单位薪酬决策的主要因素.......................25 3.2.2YH公司专业技术人员薪酬的现状................................28 3.3现有专业技术人员薪酬制度的不足..................................30 4YH公司专业技术人员薪酬方案设计..........................................35 4.1设计原则.................................................................#35 4.1.1战略原则.............................................................#.35 4.1.2公平原则.............................................................35 4.1.3激励原则................................................................#..36 4.1.4竞争原则............................................#36 4.1.5经济原则..................................................#36 4.1.6合法原则...................................................37 4.2工作分析与岗位设计..........................................................37 4.2.1工作分析................................................................#37 4.2.2岗位设计..........................................................#.....#38 4.2.3编写职位说明书...............................................................39 4.2.4岗位测评...........................................................................40 4.3薪酬调查..............................................................................454.4专业技术人员薪酬方案设计..............................................45 4.4.1技能取向型方案设计.......................................................45 4.4.2价值取向型方案设计.......................................................55 4.4.3两种方案的比较与选择...................................................61 5新方案与原有薪酬制度的衔接....................................................62 5.1薪酬方案改革的阻力和动力..............................................62 5.1.1惯性...................................................................................62 5.1.2自私性...............................................................................62 5.1.3合理性...............................................................................63 5.1.4从属性...............................................................................63 5.1.5文化滞后...........................................................................64 5.2公司决策层的观念更新......................................................64 5.3对相关人员关于新方案的培训..........................................65 6新薪酬方案的实施与保障措施..................................................../ 6.1以制度形式规范新方案实施..............................................66 6.2针对专业技术人员建立有效的绩效考核体系..................66 6.3建立有效的信息反馈系统..................................................67 6.4加强专业技术人员的培训工作..........................................67 6.5结合市场和企业经营情况对新方案的修正......................68 7结论及建议....................................................................................69 致谢................................................................................................70