营口天盛重工公司薪酬管理方案设计 目前，随着我国市场经济体制建设的不断完善与发展，为了能够在激烈的市场竞 争中占据一席之地，很多企业遵循市场经营规律，面向市场需求实施了一系列的机构 改革、资产重组等举措，在这一过程中薪酬管理作为企业实现现代化经营管理的重要 组成部分，对于企业提高核心竞争力、加强人员管理起到十分关键的作用。本文针对 重工企业产业调整后如何更好地促进和激励员工的工作积极性、创造性及主观能动性， 以营口天盛重工薪酬管理方案设计作为研究对象，主要从企业岗位与绩效薪酬福利相 结合的角度出发，根据企业组织结构及人力资源管理现状，重点研究构建一套符合企 业战略经营目标的薪酬管理方案，希望以此帮助重工企业提高自身的人事管理水平， 使企业经过产业调整后能够迅速参与到市场竞争中。 本文主要的研究内容包括如下几个方面： (1)以薪酬管理相关理论作为研究基础，通过对当前国内外薪酬管理成功实施案例 的学习与借鉴，结合现阶段营口天盛重工薪酬管理的特点，指出重工企业在实施薪酬 管理制度改革时，重点在于从市场经济发展情况出发，将岗位薪酬同绩效薪酬有效统 一，以此达到激励员工、提高工作效率的目的； (2)根据营口天盛重工薪酬管理适用范围和对象，在企业产业调整过程中对原有岗 位薪酬管理内容做进一步补充和拓展，同时强化绩效薪酬的应用，运用“以人为本” 的经营管理理念，兼顾公平、公正、公开的原则，在考虑员工切身利益的基础之上， 从岗位薪酬和绩效薪酬两方面建立起具备反馈机制的薪酬管理制度； (3)经过前期的实践调研，获取营口天盛重工薪酬管理相关信息，并通过对收集信 息的分析与总结，指出目前该企业实施的薪酬管理制度中存在的问题与不足之处，针 对性地依据企业岗位设置情况，按照不同等级岗位工作内容的重要性，采取分类的方 式设计出不同的薪酬管理与评估方法； (4)考虑到营口天盛重工薪酬管理方案实施过程中可能遇到的阻力，为确保设计的 薪酬管理方案能够得到有效的执行，从企业文化建设、人力资源管理及绩效考评体系 等方面提出几点保障性措施。 关键词： 重工企业，薪酬管理，绩效管理，岗位评估III Abstract Solution Design of Salary Management ForYingkou Tiansheng Heavy Industry At present, with the continuous development and perfection of market economy system of our country, in order to occupy a space for one person in the fierce market competition, many enterprises follow the market rules, market demand for the implementation of a series of institutional reform and restructuring initiatives, in this process, as an important part of the enterprise to realize the modern management, the salary system plays a key role in improving the core competence of the enterprise and strengthening the management of personnel. How to promote and motivate staff's work enthusiasm, creativity and initiative in the industrial adjustment of heavy industry enterprises, this paper chooses Yingkou Tiansheng heavy salary management solution desigh as the research object, mainly from the enterprise post and salary combination angle, according to the current situation of the organization structure and human resource management of the enterprise, focus on the construction of a business strategy in line with the business objectives of the salary management desigh, hoping to help the industry enterprises to improve their personnel management level the enterprise industry adjusted to rapidly participate in the market competition. The main content of this paper include the following several aspects: (1) In this paper, the salary management theory as the research foundation, based on the current salary management at home and abroad. The successful implementation of case study and reference, combined with the characteristics of the present stage Yingkou Tiansheng heavy compensation management, points out that heavy industry enterprises in the implementation of the reform of salary management system, focus on starting from the development of market economy, post salary and performance salary of in order to motivate staff, and to improve the efficiency; (2) According to the Yingkou Tiansheng heavy compensation management scope and object, in the process of industrial restructuring in the enterprise of the original salary management content further complement and expand at the same time, strengthen the application of performance pay, use a people-oriented management philosophy, fairness,IV justice and openness, in considering the basis of the vital interests of employees from two aspects, post salary and performance salary was established with the feedback mechanism of salary management system; (3) This paper through the practice research for Yingkou Tiansheng heavy compensation management information, and through the analysis and summary of the collected information, the implementation of the enterprise salary management system problems and shortcomings, targeted on the basis of the corporate positions, positions of different grades according to the importance of the work content, take the way of classification design of salary management and evaluation of different methods; (4) Considering the possible Yingkou Tiansheng heavy salary management desigh reform in the process of resistance, in order to ensure that the design of salary management system can be effectively implemented, put forward some protection measures from the aspects of the construction of enterprise culture, human resource management and performance evaluation system. Keywords: Heavy industry enterprises, Compensation management, Performance management, Job evaluationV 目 录 第 1 章 绪论.......................................................................................................1 1.1 选题意义与目的.......................................................................................1 1.1.1 选题意义.............................................................................................1 1.1.2 选题目的.............................................................................................1 1.2 国内外研究现状.......................................................................................2 1.2.1 国外现状.............................................................................................2 1.2.2 国内现状.............................................................................................3 1.3 研究内容与研究方法.............................................................................. 4 1.3.1 研究内容.............................................................................................4 1.3.2 研究方法.............................................................................................5 第 2 章 薪酬管理相关概念及理论..................................................................6 2.1 薪酬管理相关概念...................................................................................6 2.1.1 薪酬及薪酬管理概念........................................................................ 6 2.1.2 薪酬管理主要内容............................................................................ 7 2.1.3 影响薪酬管理的因素........................................................................ 8 2.2 重工企业薪酬管理特点........................................................................ 10 2.2.1 薪酬基本类别...................................................................................10 2.2.2 薪酬构成要素...................................................................................11 2.2.3 薪酬构建过程...................................................................................13 2.2.4 薪酬设计原则...................................................................................13 2.3 薪酬管理相关理论.................................................................................14 2.3.1 人力资本理论...................................................................................14 2.3.2 激励理论...........................................................................................15VI 2.3.3 战略薪酬理论...................................................................................15 2.3.4 企业薪酬支付制度理论..................................................................16 第 3 章 营口天盛重工薪酬管理现状及问题分析........................................17 3.1 薪酬管理现状...............................................