企业薪酬管理就是对企业员工的“价值进行定位,如何将企业薪酬管理工作做

好,就是人力资源工作中的重要一部分。薪酬管理体系也就成为了企业员工个人

利益与企业战略目标实现的基础。改制后的国有房屋建筑企业,管理实务繁杂,

岗位设置众多,在面对国内外管理水平发达的企业对市场的冲击时,必须重塑与

加强企业内部人力资源管理,制定出科学、合理且能适应国际环境的薪酬管理体

系,以利于提高企业核心竞争力,增强员工对企业的归属感与薪酬满意度,更有

效地让员工将个人目标与企业目标相结合,从而使企业的持久发展目标不再是“纸

上谈兵”。但是在我国的实际情况却是大部分国有房屋建筑企业没有一套合理的、

与企业自身发展相适应的薪酬制度,在满足不了员工的合理薪酬需求下,造成了

企业优秀管理与技能人才的大量流失,同时也使企业的效益不断下滑。在这种背

景下,本论文以云南省云海工程公司这种老牌国有建筑企业为例,通过查阅大量

理论文献资料,结合对公司现有薪酬制度客观情况进行的问卷调查,深入挖掘出

公司目前所实施的薪酬制度中存在的问题,围绕这些问题展开分析、研宄,从而

制定出切实可行的薪酬体系。本论文所研宄的问题与改进的方向为云南省云海工

程公司的转型发展提供了强有力的人力资源保障。

本论文的主要结构:首先阐述了本论文撰写的背景和意义,介绍国内外对薪

酬管理研宄的动态,以理论为前提引出本论文的研宄内容与方法。然后就本论文

研宄、分析所涉及的相关理论知识进行概述,为云南省云海工程公司薪酬体系的

设计制定研宄方向。随后对云南省云海工程公司的发展概况进行介绍、同时以云

南省云海工程公司现有在职在岗员工对公司目前所实施的薪酬制度评价问卷调查

作为本论文薪酬体系设计的研宄重点,对公司目前所实施的薪酬制度中存在的,

与国内类似房屋建筑施工企业具有的共性问题及主要因素进行深入的分析,从而

找出本论文研究的必要性所依托的客观存在的事实依据。接着通过对薪酬模式的

对比分析,找出符合云南省云海工程公司自身发展的薪酬模式,围绕新的薪酬模

式,对云南省云海工程公司薪酬体系的设计与优化展开研究,包括岗位簇的划分、

省云海工程公司薪酬管理体系的实施进行分析,即薪酬体系在实施过程中可能存

在的障碍及保障措施。

关键词:云南省云海工程公司,薪酬管理,国有企业,绩效考核

THE RESEARCH OF YUNNAN PROVINCE

YUNHAI ENGINEERING COMPANY'S

COMPENSATION MANAGEMENT SYSTEM

ABSTRACT

Enterprise compensation management is defining the value of the enterprise

staff. One part of Human Resources work is how to do a good job of enterprise

compensation management. Compensation management system has become the basic of

realizing the staff personal interest and the enterprise strategic target. The reformed

state-owned housing construction enterprises, whose the management practice is

multifarious,出id its posts are numerous, facing the enterprises of advanced

management levels at home and abroad on the impact of the market, must renew and

strengthen enterprise internal human resource management, develop a scientific and

reasonable compensation management system which can adapt to the international

environment, so as to enhance enterprise core competitive ability, strength employee

satisfaction of remuneration and sense of belonging to the enterprise, and promote staff

to combine the personal goals with enterprise goals more effectively,thus lay the solid

foundation for the sustainable development of the enterprise. However, the actual

situation in our country is mostly state-owned housing construction enterprise does not

have a compensation system which is reasonable and adaptive to their own development.

Many talents of good enterprise management and skills are lost under dissatisfying the

compensation. Meanwhile, enteprise benefits are constantly going down. In this context,

YH,the old state-owned construction enterprises, is exemplified in this thesis. Through

consulting a large number of literature theory,combining with the company's existing

compensation system of a questionnaire on objective conditions,digging out the

existing problems of the compensation system which is put into effect currently and

taking the analysis emd study of these problems, practical and feasible compensation

systems are made. The studying problems and improving directions in this thesis offer

the solid human resources to the transformation and development of YH.

The main structure of this thesis is following: first of all, this thesis expounds

the background and significance of this study, infroduces the dynamic research of

compensation management, and proposes the research contents and methods of this