中国的国有企业经过了很长时间的变革和发展,在许多方面尤其是体制改革方面取 得了长足的进步,其中对人事管理的单一控制!单边决策进行了反思和变化,充分的认 识到和谐!合作!激励的理念对企业的成长具有着至关重要的作用"企业不是管理人事 的组织,而是人力资源使用和创造经济成果的聚集地" 改革现行工资构成,简化工资项目,细化考核标准,增大浮动部分的工资比例,将 按劳分配与按生产要素分配相结合,加大知识技能要素在分配中的比重,突出效率,兼 顾公平,建立工资收入与岗位职责!能力水平!业绩贡献挂钩的分配机制,实现多劳多 得,重岗优酬,能酬相符"建立以市场为导向,以人才和劳动力价格为特征的岗位工薪 标准,使企业的人工成本逐步与社会人才和劳动力市场价格接轨,形成岗位能上能下, 人员能进能出,收入能增能减的新机制势在必行" 本文通过采用数理统计分析和调查问卷的研究方法,阐述了本企业现行薪酬制度存 在的诸多问题,在有关激励理论和现代薪酬理论的基础上,从企业基本情况!企业薪酬 方案设计的理论依据!薪酬方案设计和薪酬方案的实施!保障等五个方面得出了薪酬方 案体系设计的总体方案"认为对这种综合理论分析与实证分析的结果,会使人力资源最 敏感的薪酬方案设定得到思路和便于实务操作的举措,从而使本文具备了现实意义,这 也是研究意义所在" 关键词:沈飞公司;薪酬设计;实证研究沈飞巴十公司薪酬方案再设计研究 TheSalarySystemResearchAgainInShenYangShenfeiBus ManufactureCo.,Ltd Abstraet ThroughalongtimereformanddeveloPment,Chinesegovernmentownedenterprises havemadeagreatProgressinmanyasPeetsesPeciallyinreformofsystem.Theymakea reviewandehangesonsinglecontrolandunilateralPolieyofhumanresource,andhaveafull realizationthatthetheoryofharmony,eooPerationandstimulationPlaysanimPortantroleon enterprise.5growth.Enterprise15notanorganizationofPersonnelmanagement,butafocus ofHR.5aPPlicationandeconomicaehievementereation. 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KeyWords:ShenfeiComPany;SalaryDesign;ExamPleAnalysis大连理工大学专业学位硕士学位论文 目录 摘要...............................................................................................................................I AbstraCt..........,...............................................................................................................H 1绪论................................................................................................................................1 1.1课题研究背景................................................................................#1 1.2研究目的及意义................................................................................#1 1.3研究思路和框架..........................................................................#2 1.4文献综述.............................................................................................................2 2薪酬设计的理论基础.................................................#7 2.1薪酬方案设计的激励理论.................................................................................7 2.1,1双因素理论...............................................................................#...#7 2.1.2价值观理论...................................................................................#7 2.1.3工作满意度理论...............................................................#7 2.1.4波特和劳勒模型理论...................................#8 2.2现代企业薪酬理论...........................................................,#.#10 2.2.1现代企业薪酬制度的观点....................................................................10 2.2.2对于当前企业分配制度改革的认识....................................................n 2.2.3我国薪酬制度的相关法规和历史沿革................................................12 3公司现行薪酬方案现状分析......................,.........................................................14 3.1公司发展基本状况...................................................................14 3.2公司目前的薪酬现状.................................................14 3.2.1现有工资制度及标准............................................................................15 3.2.2公司薪酬管理模式................................................16 3.3遇到的问题及分析....................................................#.#16 3.3.1国家政策与国企战略矛盾问题............................................................17 3.3.2国企内部公平问题.............................,二,#17 3.3.3薪资水平问题..............,.............................................................#..#.#18 3.3.4员工对分配政策满意度调查................................................................19 3.3.5公司工资分配的激励水平....................................................................20 4公司薪酬方案的设计.............................................................................#26 4.1薪酬方案设计的目的..............................................................#....26 4.1.1设计适应市场竞争的薪酬方案............................................................27沈飞巴士公司薪酬方案再设计研究 4.1.2支持企业经营战略................................................................................27 4.2薪酬体系设计的原则.......................................................................................27 4.2.1效率优先,兼顾公平的原则................................................................27 4.2.2体现员工价值原则............................................................#.27 4.2.3科学岗位分析和岗位测评原则............................................................27 4.2.4激励性原则......................................................,..................#27 4.2.5保持外部竞争性原则............................................................................28 4.2.6按业绩支付报酬原则............................................................................28 4.3薪酬体系设计的方案.......................................................................................28 4.3.1岗位工资制........................................................................#......#28 4.3.2结合岗位特点,采用多种分配形式....................................................30 5薪酬设计的实施保障.........................................#..........34 5.1企业文化保障.,"..............................................................................................34 5.2企业组织保障...................................................................................................36 5.3加强薪酬管理基础性工作...............................................................................37 结论..,............................,.............................,.,二......................39