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MBA论文_国有城市交通枢纽企业薪酬体系研究与设计

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文本描述
摘 要
随着城镇化进程的快速发展,近年来我国对优先发展城市公共交通、加速公交都
市建设不断加大政策扶持和财政投入力度,这为城市交通枢纽企业带来了良好的发展
机遇。人才作为企业的核心资本,如何吸引人才、留住人才和激励人才,对于企业的
发展至关重要。国有城市交通枢纽企业尽管近年来根据企业经营环境变化不断探索和
革新薪酬分配制度,在管理内容、管理模式等方面有了很大提升,但薪酬体系仍然存
在与战略不协同、内外部不公平等普遍性问题,难以有效调动员工积极性,管理型和
技术型人才流失严重。因此,在党的十八大后我国深化国有企业改革背景下,用科学
的态度,研究和构建符合企业发展需要的薪酬体系,吸引、留住和激励人才,激发员
工积极性和创造性,是当前国有城市交通枢纽企业发展面临的一个重大课题,具有深
远的意义

本文以众多国有城市交通枢纽企业之一——重庆 SN 集团为研究样本,综合运用
宽带薪酬理论、公平理论等薪酬激励理论,通过文献研究、满意度问卷调查和员工访
谈,对薪酬管理存在的问题进行研究分析和诊断,存在问题主要包括薪酬体系与战略
匹配度底、薪酬分配平均主义现象严重、缺乏多层次薪酬分配体系、绩效管理流于形
式等。基于此,本文在对薪酬理论和激励理论进行系统梳理的基础上,提出薪酬体系
设计思路和原则,以职位分析和职位价值评价为中心,通过薪酬调查,引入宽带薪酬
结构,并提出保障措施,构建以支持战略优先、兼顾内外公平、富有激励性的国有城
市交通枢纽企业薪酬体系,最后得到以下结论:一是国有城市交通枢纽企业薪酬体系
的建构必须以企业战略为立足点。二是国有城市交通枢纽企业薪酬体系的设计必须将
保健因素和激励因素实现有机结合。三是科学完善的职位分析和职位评价体系是薪酬
体系设计成功的关键。四是薪酬管理是一个系统的管理工程,必须与绩效管理、员工
培训、招聘工作等相互协同,才能发挥作用,增强企业核心竞争力

本文重新构建的重庆 SN 集团薪酬体系,打破了企业原有靠职务晋升才能获得薪
酬增长的单一工资等级制度,实现薪酬分配多层次化,促进了内部公平,激发了员工
积极性和创造性,促使员工提升工作绩效,为企业实现“一体两翼”战略目标提供了
人力资源保障。同时,本薪酬体系的设计理念、设计流程等,将为其他国有城市交通
枢纽企业薪酬管理工作提升以及薪酬体系改革与创新,带来理论参考和借鉴的现实意

关键词:国有城市交通枢纽企业,薪酬体系,宽带薪酬,职位价值IIIII
Abstract
With the rapid development of urbanization in our country, countries had formulated a
series of oriented policies and financial support for the prior development of urban public
transportations and speeding up the construction of city bus in recent years. It has brought
the good development opportunity for the state-owned urban public transport hub
enterprise. How to effectively development and utilization talents are more and more
importance as the core of enterprise capital to organization. Although the state-owned
urban public transport hub enterprise in the development of change constantly study
explore and reform the enterprise salary system in order to improve enterprise
compensation management contents, management mode and management means in recent
years, but enterprise still exists and strategic synergy, internal and external unfair and lack
of universal problems such as multi-level salary distribution system. It is difficult to
effectively arouse the enthusiasm of employees and management and technical brain drain
is serious. Therefore, under the background of deepening the reform of state-owned
enterprises of our country after the party's eighteen big, it is the development of the current
urban transport hub state-owned enterprises facing a major issue and the profound
significance to research and construct compensation system with a scientific attitude for
attracting, retaining and developing talents, and mobilizing staff enthusiasm and creativity.
This article uses many state-owned urban public transport hub enterprises- Chongqing
SN group as the research sample. With broadband salary theory and the theory of fair
compensation incentive theory, it analyzes and researches deeply about the current
compensation management status of Chongqing SN group, looking for the problem of the
compensation management system, analyzes the root cause; Based on this, through the post
value evaluation as the center, built to support the strategic priority both inside and outside
the state city traffic hub of fairness and inspiring enterprise salary system. At the same time,
getting the following conclusions and enlightenment: First, enterprise strategic is foothold
for compensation system of urban transport hub state-owned enterprises; Second, design of
urban transport hub state-owned enterprises compensation system must be achieve organic
combination of health factors and incentive factors. The third, scientific perfect position
analysis and evaluation system is the key to the success of pay system design. Finally, the
salary management is a system of management engineering and it must be used with
performance management, staff training, recruitment and other work together.IV
Comparing with the original salary system, The innovation of the construction of the
compensation system of Chongqing SN group has realized the compensation distribution
more hierarchical, promote the internal fairness, stimulate the most enthusiasm and
creativity of employees, improve staff and team performance, provide a profound human
resources strategic objectives to promote the group to achieve“one body two wings”. At
the same time, the design concept, design process of this compensation system, will also
bring certain theoretical reference and practical significance for improving the
management level of salary and the design of salary system of the state-owned urban
public transport hub enterprises.
Key words: State-owned urban public transport hub enterprise;Compensation system;
Broadband salary;Position valueV
目 录
摘 要 I
Abstract III
1 绪论 1
1.1 选题背景 1
1.2 研究意义 2
1.2.1 实践意义 2
1.2.2 理论意义 2
1.3 国内外研究综述 3
1.3.1 国外研究现状 3
1.3.2 国内研究现状 4
1.4 研究内容 6
1.5 研究方法 6
2 薪酬及激励理论阐述 9
2.1 薪酬相关概念 9
2.1.1 薪酬的定义 9
2.1.2 薪酬的构成 9
2.1.3.薪酬的功能 10
2.2 薪酬体系优化设计理论基础 11
2.2.1 薪酬理论 11
2.2.2 激励理论 13
3 国有城市交通枢纽企业薪酬体系现状及存在问题 15
3.1 国有城市交通枢纽企业薪酬体系现状 15
3.1.1 国有城市交通枢纽企业薪酬分配现状 15
3.1.2 国有城市交通枢纽企业薪酬管理的特点 16
3.1.3 国有城市交通枢纽企业薪酬体系存在的主要问题 16
3.2 重庆 SN 集团薪酬体系现状及存在问题 17
3.2.1 企业人力资源状况 18
3.2.2 企业薪酬体系现状分析 21VI
3.2.3 企业薪酬体系满意度调查 24
3.2.4 企业薪酬体系存在问题及成因分析 27
4 国有城市交通枢纽企业薪酬体系优化设计 31
4.1 企业薪酬体系优化设计思路及原则 31
4.1.1 企业薪酬体系优化设计思路 31
4.1.2 企业薪酬体系优化设计原则 32
4.2 重庆 SN 集团薪酬体系优化设计 33
4.2.1 进行职位分析 34
4.2.2 开展职位评价 37
4.2.3 市场薪酬调查 40
4.2.4 宽带薪酬设计 42
4.2.5 优化薪酬结构 45
4.2.6 丰富福利项目 47
4.3 重庆 SN 集团薪酬体系优化设计评价及保障措施 48
4.3.1 企业薪酬体系优化设计评价 48
4.3.2 实施薪酬体系优化保障措施 49
5 结论与展望 51
5.1 结论 51
5.2 展望 51
致 谢 53
参考文献 55
附录 1 公司薪酬满意度调查问卷 57
附录 2 个人简历、在学期间发表的学术论文及取得的研究成果 611
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