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论文编号：	13287
作者编号：	2120202942
上传时间：	2022/6/10 9:39:21
中文题目：	S公司薪酬管理体系优化研究
英文题目：	Research on Optimization of Compensation Management System in S Company
指导老师：	方磊
中文关键字：	新闻传媒公司；薪酬管理；薪酬策略
英文关键字：	News media company；Compensation management；Compensation strategy
中文摘要：	薪酬管理一直是企业的重点和难点问题。随着经济的高速发展，新闻传媒行业中的企业如何保持竞争力，持续发展，其关键因素就是人。薪酬管理体系 具有公平性和激励性能够提高员工的积极性、激发员工的创造性，促进企业组 织战略的实现。 S 公司是国有新闻传媒公司，隶属于 S 市报业集团，是以新闻网站为载体的新三板挂牌媒体公司。本文以 S 公司为研究对象，首先介绍了薪酬管理体系优 化的背景、目的和意义；进而用战略性薪酬管理理论、内容型激励理论、过程 型激励理论和国内外企业薪酬管理的研究成果作为理论指导；最后，通过实地 调研获取薪酬制度文件，实地访谈获取一手资料，发现 S 公司薪酬管理体系中 存在以下三个方面的问题：（1）薪酬水平缺乏外部竞争性（2）薪酬等级不合 理（3）各岗位薪酬构成缺乏激励性等问题。因此，本研究在战略性薪酬管理的 指导下，针对以上三方面的问题，首先确定 S 公司的薪酬策略，接着在薪酬水 平、薪酬等级和薪酬构成方面给出优化方案，同时，公司组织和人员、企业文 化和制度、技术支持三方面保障方案的顺利实施。 本研究解决了 S 公司薪酬水平缺乏竞争性、薪酬等级不合理和薪酬构成不具有激励性的问题。 本研究的结论有助于行业内其他类似企业解决薪酬管理的问题，提升薪酬 管理体系对人力资源战略、公司发展战略的支撑能力，同时也为其他行业薪酬 管理体系的优化提供参考。
英文摘要：	Compensation management has always been the focus and difficulty of enterprises. With the rapid development of economy, the key factor for enterprises in the news media industry to maintain competitiveness and sustainable development is human. The fairness and incentive of compensation management system can improve the enthusiasm of employees, stimulate the creativity of employees, and promote the realization of enterprise organizational strategy. S Company is a state-owned news media company, which belongs to S City Press Group and is a media company listed on the New Third Board with news websites as the carrier. Taking S Company as the research object, this paper firstly introduces the background, purpose and significance of compensation management system optimization; Then the strategic compensation management theory, content incentive theory, process incentive theory and research results of domestic and foreign enterprise compensation management as theoretical guidance; Finally, through field research to obtain salary system documents, field interviews to obtain primary data, found that S company's salary management system problems in the following three aspects :(1) lack of external competition in salary level; (2) unreasonable salary level; (3) lack of incentive in salary structure of various positions. Therefore, this research under the guidance of strategic salary management, according to the above three aspects problem, determine the remuneration of the company S strategy, and then in terms of compensation, compensation level and compensation structure optimization are given, at the same time, the company organization and personnel, enterprise culture and system security solutions, technical support three aspects of smooth implementation. This thesis solves the problems that S company's salary level is not competitive, salary level is unreasonable and salary structure is not incentive. The conclusion of this thesis is helpful for other similar enterprises in the industry to solve the problem of compensation management system, improve the ability of compensation management system to support human resource strategy and corporate development strategy, and provide reference for the optimization of compensation management system in other industries.
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