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论文编号：	11369
作者编号：	2320170712
上传时间：	2019/12/13 10:24:25
中文题目：	H集团公司薪酬体系的问题及优化研究
英文题目：	Research on the Problems and Optimization of H Group Company''''s Salary System
指导老师：	杨斌
中文关键字：	人力资源；薪酬体系；薪酬设计
英文关键字：	human resources; Salary system; Salary system design
中文摘要：	在市场经济条件下，作为生产要素之一的人力资源在现有企业的生产经营中显得尤为重要。随着全球经济一体化进程的加快，企业之间的竞争日益激烈，员工已成为企业最重要的资产之一，企业用何种方式吸引、激励、保留优秀员工显得尤为重要。人力资源管理六大模块中处于核心地位的就是薪酬管理，薪酬体系和制度的好坏引导着市场人才流动的结构和方向，决定着企业人力资源的构成，从而促进组织整体发展战略的实现，对薪酬体系和制度进行正确建设有助于提升企业人力资源管理质量，高效实现组织目标。 本文的研究目标以笔者所在公司为例，H集团公司是经青岛市委、市政府批准，为加快国家级西海岸新区建设而成立的市级直属国有独资企业，在同类国有平台企业中具有一定的代表性。随着集团近几年高速发展，原先的薪酬体系不完善所造成的问题也逐渐显露，企业的竞争力和员工工作的积极性受到很大的影响。因此，设计一套体现对市场竞争性、提升人才吸引力、增强对个人激励性的薪酬体系，成为H集团公司最为迫切的需求之一。本文以H集团公司为研究对象，对其原有的薪酬体系重新进行了整体优化设计。 本文首先分析介绍了H集团公司的基本情况和薪酬体系现状，结合理论知识与调研结果深入剖析诊断了现行薪酬体系存在的问题及问题背后的原因，确定了薪酬设计的思路及原则，完成了定岗定编定责定级工作，优化完成了薪酬结构、薪酬水平、薪酬科目、绩效管理等工作，实现了薪酬体系再设计。 本文的最终目的是为H集团公司建立一个对内部公平、对外部有一定竞争力、能有效激励员工的薪酬体系，规范薪酬管理标准，帮助公司管理者在未来的发展过程中对于公司的人力资源能够提供薪酬保障和激励作用，同时也可为类似国有企业薪酬体系的优化及设计提供一定的借鉴和参考。
英文摘要：	Under the conditions of market economy, human resources as one of the production factors are particularly important in the production and operation of existing enterprises. With the acceleration of the global economic integration process and the increasingly fierce competition among enterprises, employees have become one of the most important assets of enterprises. It is particularly important for companies to attract, motivate and retain excellent employees. The core of the six modules of human resource management is compensation management. The quality of the compensation system and system guides the structure and direction of market talent flow, determines the composition of human resources, and promotes the realization of the overall development strategy of the organization. The correct construction of the system and system will help improve the quality of human resources management and achieve organizational goals efficiently. The research goal of this thesis is to take the author's company as an example. H Group Company is a state-owned and wholly-owned enterprise directly established by the Qingdao Municipal Party Committee and the Municipal Government to accelerate the construction of the national West Coast New Area. It has certain representatives in similar state-owned enterprises. With the rapid development of the Group in recent years, the problems caused by the imperfect salary system have gradually revealed, and the competitiveness of enterprises and the enthusiasm of employees have been greatly affected. Therefore, designing a compensation system that reflects the competitiveness of the market, enhances the attractiveness of talents, and enhances the incentives for individuals has become one of the most urgent needs of H Group. This thesis takes H Group Company as the research object and redesigns its original salary system. This thesis first analyzes and introduces the basic situation of H Group Company and the current status of salary system. It combines theoretical knowledge and research results to deeply analyze the problems existing in the current salary system and the reasons behind the problems, determine the ideas and principles of salary design, and complete the fixed post. The fixed-level work was fixed, and the salary structure, salary level, salary subject, performance management, etc. were optimized, and the re-design of the compensation system was completed. The ultimate goal of this thesis is to establish a compensation system for H Group companies that is internally fair, competitive to the outside, can effectively motivate employees, standardize compensation management standards, and help company managers to develop human resources for the company in the future development process. It can provide salary guarantee and incentive function, and can also provide some reference and reference for the optimization and design of similar state-owned enterprise compensation system.
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