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湖南千禧创业投资管理有限公司薪酬方案优化研究

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随着资本市场的运作和发展,国资背景的投资公司应运而生。在享受着国资委系 统内优质投资项目的优先投资权和资本支持等优势的同时,国资背景投资公司的发展 受到政策和体制等诸多方面的限制。特别是上级部门对于薪酬总额的管控,使得国有 背景的投资公司的薪酬水平与市场水平相距甚远;中高层管理人员的薪酬和激励受到 体制的限制,无法有效地留住人才和吸引人才。如何在国资委体制下进行薪酬和激励 的改革,提升薪酬水平,并在有限的薪酬总额之内,实现对核心人才乃至各个岗位序 列的员工实现在有效的激励,是国资委背景下的投资公司需迫切解决的问题。 笔者围绕湖南千禧创业投资有限公司(以下简称“千禧创投”)的薪酬体系优化 设计入手,对千禧创投公司的背景资料进行了分析,通过对企业员工进行薪酬满意度 调查后发现,原有的薪酬制度存在如下问题,员工对当前薪酬体系满意度低,过度关 注内部公平、忽视个人公平,薪酬水平在行业内严重缺乏竞争性,缺乏科学的绩效评 估及激励导向等。笔者围绕着这些问题,对千禧创投的薪酬方案进行了优化设计。首 先确定了薪酬体系优化的导向、思路以及原则,然后对公司的岗位进行了岗位分类和 岗位价值评估,确定了岗位的内部价值。同时基于市场对标,笔者对公司的薪酬水平 和薪酬结构也进行了优化,确保新的薪酬体系对员工有足够的吸引力以及在市场上的 竞争力。在优化过后,笔者又对湖南千禧创投公司的薪酬方案运行保障提出了建议, 并对方案的实施效果进行了预估,针对可能出现的问题和风险提出了针对性的解决方 案。 笔者旨在通过对湖南千禧创投公司的薪酬体系优化方案的设计过程的具体分析, 为国有投资行业的的薪酬设计和优化提供一种可行、实用的理论思路,为更好地发挥 薪酬的激励和保障作用,提供一些参考借鉴。 关键词,湖南千禧创业投资管理有限公司;薪酬机制;宽带薪酬;薪酬激励工商管理硕士学位报告 III Abstract With the operation and development of the capital market,state-owned iinvestment companies have taken on important roles in the development of the market。On one hand they enjoy the high quality investment project investment privileges and the advantages of the capital support,on the other hand, their development is also limited by policies and institutions, etc. Especially the higher authoritiesin charge of the limit of the total amount of compensation make the employee compensation is far from the market level what lead to lossing lots of employees. How to carry on the compensation mechanism reform under the existing system is the current major problems hindering the development of the company. If the company will continue to grow, it has to improve the level of employees' pay and implement effective incentive for employees. Focus on the company's pay system reform, the author analyzes the background of the company and industry. By combining the results of salary satisfaction survey, the author found that there are many problems in the original pay system,including staffs are low satisfaction on salary levels, the compensation is low external equity and the compensation system can not effectively motivate employees. Based on these issues, the author optimize the company's compensation system targetly. Firstly,the author confirmed that the ideas and principles of how to work is under control, and then assessed the value of the company's post to ensure the salaries fairness. Secondary, the author surveied the market pay level to ensure the new salary level was attractive. At last, the author estimate the effect of the new compensation system, and put forward viable plans to deal with problems that might arise. This article intends to analyze the specific process of salary system optimization,to provide a viable, practical and theoretical ideas for the design and optimization of remuneration of state investment industry which can help to find a better way to motivate employees. Key words,Hunan Millennium Venture Capital Management Company; salary system; broadband salary; salary incentives湖南千禧创业投资管理有限公司薪酬体系优化研究 IV 目 录 学位报告原创性声明和学位报告版权使用授权书.................................................................I 摘要........................................................................................................................................II Abstract....................................................................................................................................III 插图索引 ..................................................................................................................................VI 附表索引.................................................................................................................................VII 第 1 章 绪 论.........................................................................................................................1 1.1 研究背景和研究意义..................................................................................................1 1.1.1 选题背景..............................................................................................................1 1.1.2 研究意义..............................................................................................................1 1.2 理论基础及文献综述..................................................................................................2 1.2.1 理论基础..............................................................................................................2 1.2.2 文献综述..............................................................................................................6 1.3 研究方法及研究内容..................................................................................................8 1.3.1 研究方法..............................................................................................................8 1.3.2 研究内容..............................................................................................................9 第 2 章 千禧创投公司现状及薪酬优化背景分析...............................................................11 2.1 千禧创投公司及行业现状分析................................................................................11 2.1.1 千禧创投公司现状介绍....................................................................................11 2.1.2 千禧创投公司组织架构....................................................................................11 2.1.3 千禧创投公司人力资源现状............................................................................12 2.1.4 千禧创投公司行业背景分析............................................................................13 2.2 千禧创投公司薪酬满意度调查................................................................................14 2.2.1 千禧创投公司薪酬满意度调查对象................................................................14 2.2.2 千禧创投公司薪酬满意度调查问卷设计........................................................14 2.2.3 千禧创投公司薪酬满意度调查的实施............................................................14 2.2.4 千禧创投公司薪酬满意度调查结果的描述性统计........................................14 2.3 千禧创投公司薪酬体系存在的问题及原因分析....................................................15 第 3 章 千禧创投公司薪酬体系优化设计...........................................................................21 3.1 千禧创投公司薪酬优化导向及原则........................................................................21 3.1.1 薪酬体系优化导向............................................................................................21 3.1.2 薪酬体系优化原则............................................................................................22工商管理硕士学位报告 V 3.2 千禧创投公司薪酬体系优化思路............................................................................22 3.2.1 岗位分类及岗位价值评估................................................................................23 3.2.2 千禧创投实施可变薪酬模式的分析................................................................33 3.2.3 确定薪酬水平....................................................................................................35 3.2.3 优化薪酬结构....................................................................................................38 3.3 千禧创投公司薪酬体系优化方案............................................................................50 3.3.1 薪酬的基本架构优化方案..................................................................................50 3.3.2 各序列员工薪酬结构的优化方案......................................................................51 3.3.3 优化后的薪酬比例测算......................................................................................55 第 4 章 千禧创投公司薪酬方案的运行保障及实施评估....................................................45 4.1 运行实施步骤............................................................................................................45 4.2 运行实施保障措施....................................................................................................45 4.2.1 加大薪酬体系的宣贯力度................................................................................45 4.2.2 强化薪酬体系推行的过程辅导........................................................................45 4.2.3 加强与员工就薪酬体系的沟通........................................................................46 4.2.4 建立健全配套的绩效考核制度........................................................................46 4.3 预期效果分析............................................................................................................46 4.3.1 预期效果分析....................................................................................................46 4.3.2 薪酬体系实施过程中需重点关注的问题........................................................47 结 论...................................................................................................................................49