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MBA硕士毕业论文_兴公司薪酬体系优化研究PDF

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内容简介
I 摘要 人是企业一切管理行为的核心,也是企业最宝贵的资源。科技的快速发展、市场的 激烈竞争对企业管理形成了巨大的考验。在这样的环境下,企业能够从容应对并最终实 现有序、健康发展的基础在于员工队伍的稳定,而合理的报酬则是确保核心员工稳定的 关键。薪酬作为联结企业与员工关系的纽带,不仅关系到员工的切身利益,还关系到企 业的人才竞争力,更关系到企业战略的成败与否。设计一个对外具备竞争力、对内保持 公平性,对员工具有激励性、对企业可以有效控制成本的科学、合理的薪酬体系,有助 于提高企业员工薪酬满意度,有助于企业留住人才、激励人才和吸引人才,有助于实现 员工行为与组织意图相统一,是企业在复杂多变的市场环境下生存、发展和壮大的重要 保障。 本文以振兴船舶公司为研究对象,通过对薪酬体系相关文献和理论的梳理、归类, 形成本文的研究思路。在实际研究过程中,采用个别访谈、问卷调查和数据分析等方法, 收集和整理振兴公司薪酬体系实施的基本数据,发现企业存在薪酬水平缺乏竞争力、薪 酬公平性不足、薪酬结构设计不合理、薪酬激励效应不明显等问题。在对问题进行原因 分析后,制定了振兴公司薪酬体系优化的目标、原则以及须采用的薪酬策略,在逐个细 化工作岗位说明的基础上,以量化方式对公司各类岗位价值进行评估,并依据评估结果 确定各岗位对应的薪酬水平。同时,按照公司人员类别对薪酬结构分别进行调整,形成 优化方案。为确保优化后的薪酬体系能够顺利实施,本文分别从健全组织机构、完善绩 效考核机制、控制薪酬预算以及畅通宣传沟通渠道等方面提出了意见建议。 本文通过理论研究与实践应用相结合,对振兴公司薪酬体系进行了较为系统的优 化,形成的优化方案有助于指导公司今后开展薪酬体系的改革,帮助公司进一步提升薪 酬管理水平,切实解决目前存在的员工薪酬矛盾以及人才短缺问题。同时也为同类中小 型企业薪酬体系优化提供一定的借鉴。 关键词:振兴公司;薪酬体系;优化设计 Abstract II Abstract Humanisthecoreofallmanagementbehaviorandthemostpreciousresourceofan enterprise.Therapiddevelopmentofscienceandtechnologyandthefiercecompetitioninthe markethaveformedagreattesttothemanagementofenterprises.Insuchanenvironment,the foundationoftheenterprisetodealwithitcalmlyandrealizetheorderlyandhealthy developmentisthestabilityofthestaff,andthereasonablecompensationisthekeytoensure thestabilityofthecorestaff.Asalinkbetweenenterprisesandemployees,compensationis notonlyrelatedtotheimmediateinterestsofemployees,butalsorelatedtothe competitivenessoftalent,morerelatedtothesuccessorfailureofenterprisestrategy. Designingascientificandreasonablecompensationsystemthatiscompetitivetotheoutside, fairtotheinside,encouragingtotheemployees,andeffectiveincontrollingthecostofthe enterprisewillhelptoimprovethesatisfactionoftheemployeecompensation,itishelpfulfor enterprisestoretain,motivateandattracttalents,torealizetheunityofemployeebehavior andorganizationalintention,andtoensureenterprisestosurvive,developandgrowinthe complexandchangeablemarketenvironment. Inthispaper,therevitalizationoftheShippingCompanyastheobjectofstudy,through thecompensationsystemrelatedliteratureandtheoryofcombing,classification,the formationofthispaper'sresearchideas.Inthecourseoftheactualresearch,individual interview,questionnairesurveyanddataanalysisareusedtocollectandsortoutthecurrent dataoftheimplementationofthecompany'ssalarysystem,itisfoundthattherearesome problemsintheenterprise,suchasthelackofcompetitivenessofsalarylevel,thelackof fairnessofsalary,theunreasonabledesignofsalarystructureandtheinconspicuousincentive effectofsalary.Afteranalyzingthecausesoftheproblems,theauthorhasformulatedthe objectives,principlesandcompensationstrategiestobeadoptedforrevitalizingthe company'scompensationsystem.Onthebasisofdetailedjobdescriptions,thecompany evaluatesthevalueofvariouspostsinaquantitativeway,anddeterminesthecorresponding salarylevelofeachpostaccordingtotheevaluationresults.Atthesametime,accordingto thecompany'spersonnelcategory,thesalarystructurewasadjustedtoformanoptimization program.Inordertoensurethesmoothimplementationoftheoptimizedsalarysystem,this paperputsforwardopinionsandsuggestionsfromtheaspectsofperfectingtheorganization, perfectingtheperformanceappraisalmechanism,controllingthesalarybudgetand unblockingthecommunicationchannel,etc. Abstract III Throughthecombinationoftheoreticalresearchandpracticalapplication,thispaper systematicallyoptimizesthesalarysystemoftheRevitalizationCompany,andtheoptimized schemeishelpfultoguidethereformofthesalarysystemoftheenterpriseinthefuture,to helpthecompanytofurtherimprovethelevelofcompensationmanagement,effectivelysolve theexistingcontradictionsinemployeecompensationandtalentshortage.Atthesametime,it alsoprovidesareferenceforthesamekindofsmallandmediumenterprisescompensation systemoptimization. KeyWords:Zhenxingcompany;Compensationsystem;Optimizationdesign 目录 IV 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...........................................................................................................2 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 1.2.3国内外研究述评...............................................................................................5 1.3研究思路、内容和方法.............................................................................................5 1.3.1研究思路与内容...............................................................................................5 1.3.2研究方法...........................................................................................................6 1.3.3技术路线图.......................................................................................................6 1.4创新点和特色.............................................................................................................7 第2章相关概念与理论基础.................................................................................................8 2.1薪酬相关概念.............................................................................................................8 2.1.1薪酬的概念.......................................................................................................8 2.1.2薪酬的功能.......................................................................................................9 2.1.3薪酬体系的含义.............................................................................................10 2.2理论基础...................................................................................................................11 2.2.1公平理论.........................................................................................................11 2.2.2全面薪酬理论.................................................................................................11 2.2.3宽带薪酬理论.................................................................................................11 2.2.4利润分享理论.................................................................................................12 第3章振兴公司薪酬体系现状分析...................................................................................13 3.1振兴公司基本情况...................................................................................................13 3.1.1公司简介.........................................................................................................13 3.1.2组织架构.........................................................................................................13 3.1.3公司人力资源现状.........................................................................................14 3.2振兴公司薪酬体系基本情况...................................................................................17 3.2.1薪酬结构.........................................................................................................18 3.2.2薪酬水平内外部比较.....................................................................................20 目录 V 3.3员工薪酬体系满意度调查.......................................................................................21 3.3.1调查目的.........................................................................................................21 3.3.2调查问卷设计及样本.....................................................................................21 3.3.3问卷结果分析.................................................................................................22 3.3.4调查结论.........................................................................................................28 3.4振兴公司薪酬体系存在问题...................................................................................30 3.5振兴公司薪酬体系存在问题的原因分析...............................................................31 第4章振兴公司薪酬体系优化设计...................................................................................33 4.1薪酬体系优化的目标...............................................................................................33 4.2薪酬体系优化的原则...............................................................................................33 4.3确定薪酬水平策略和结构策略...............................................................................35 4.4工作分析和岗位评价...............................................................................................35 4.5经济薪酬优化设计...................................................................................................40 4.5.1薪酬水平定位.................................................................................................40 4.5.2薪酬等级及标准优化.....................................................................................42 4.5.3不同岗位的薪酬结构优化.............................................................................44 4.5.4福利薪酬优化.................................................................................................48 4.6非经济薪酬优化设计...............................................................................................48 第5章振兴公司薪酬体系的实施保障...............................................................................50 5.1建立薪酬管理机构...................................................................................................50 5.2完善绩效考核机制...................................................................................................50 5.3强化薪酬预算管理...................................................................................................51 5.4畅通双向沟通渠道...................................................................................................51 结论.......................................................................................................................................52。。。。。。以下内容略