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论文编号：	14242
作者编号：	2320190383
上传时间：	2023/12/9 13:49:22
中文题目：	HJ公司阿米巴经营背景下的绩效与薪酬激励优化
英文题目：	Optimization of Performance and Compensation Incentives in the Context of Amoeba Management in HJ Company
指导老师：	杨斌
中文关键字：	阿米巴经营；绩效管理；薪酬管理；激励
英文关键字：	Amoeba business model；Performance management；Compensation management；Incentives
中文摘要：	人才竞争是企业竞争的根本，是保持企业竞争力的核心。人才是拥抱企业变革、推动企业变革、实现企业变革的主动力，为了吸纳、激励、保留人才，让人才发挥最大作用，有必要制定适合企业发展需要的激励机制。 有效良好的激励机制可以激发人才发挥出更大的潜力，从而推动公司持续发展。HJ公司作为一家航空维修企业，于2016年导入阿米巴经营模式后，激发了员工积极性，提高了员工的自主经营意识。然而公司绩效与薪酬激励并不完善，在经营管理中暴露出诸如对阿米巴经营的支持不足，绩效考核指标制定不合理、评价标准不统一、绩效应用效果差以及沟通反馈机制形式化、等诸多问题，薪酬管理中也存在薪酬结构不合理、激励作用不明显的问题，影响阿米巴经营作用的发挥。 本文通过文献查阅、案例研究、访谈和问卷调研等方法对HJ公司的现行薪酬激励进行了全面的分析与问题诊断，并给出解决方案。本文结合激励相关理论，研究了HJ公司的绩效与薪酬激励，包括绩效管理、薪酬管理等内容对员工激励的重要作用以及激励优化的方式。系统优化设计适用于HJ公司的全面报酬策略：对绩效考核的优化侧重在绩效指标的合理设定、考核周期、区间分布、考核结果应用以及沟通反馈机制；对薪酬体系优化重点在制定收益与利润分享计划，调整薪酬结构，并推行精细化管理；在职业生涯发展等方面，针对不足提出改善建议。最后，对 HJ公司薪酬激励体系优化，提出实施前期、中期、后期的实施步骤、注意事项，并从组织、制度、技术、培训四个维度提供实施保障。
英文摘要：	Competition for talents is the root of enterprise competition and the core of maintaining enterprise competitiveness. Talent is the main force that embraces enterprise change, promotes enterprise change, and realizes enterprise change. In order to absorb, motivate, and retain talent, and let talent play the greatest role, it is necessary to develop incentive mechanisms that suit the needs of enterprise development. An effective and good incentive mechanism can inspire talents to realize their greater potential, thus promoting the sustainable development of the company.HJ Company, as an aviation maintenance enterprise, has stimulated the enthusiasm of employees and improved their sense of self-management after introducing the Amoeba business model in 2016. However, the company's performance and compensation incentives are not perfect, and many problems such as insufficient support for Amoeba management, irrational development of performance appraisal indexes, inconsistent evaluation standards, poor performance application, and formalized communication and feedback mechanisms have been revealed in the management of the company, and there are also irrational salary structures and inconspicuous incentives in the management of compensation, which affects the role of Amoeba management. This thesis comprehensively analyzes and diagnoses the existing compensation incentives of HJ Company through literature review, case study, interview and questionnaire research, and provides solutions. Combined with motivation-related theories, this thesis studies the performance and pay incentives of HJ Company, including the important role of performance management, pay management and other elements of employee motivation as well as the way of motivation optimization. The system optimization design is applied to HJ Company's comprehensive compensation strategy: the optimization of performance appraisal focuses on the reasonable setting of performance indicators, appraisal cycle, interval distribution, application of appraisal results, and the communication and feedback mechanism; the optimization of the compensation system focuses on the formulation of gain and profit sharing plan, the adjustment of compensation structure, and the implementation of fine management; and in the aspect of career development, improvement suggestions are made to address the deficiencies. Finally, the optimization of HJ Company's compensation and incentive system puts forward the implementation steps and precautions in the pre-, mid- and post-implementation stages, and provides implementation guarantees from the four dimensions of organization, system, technology, and training.
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