学生论文
|
论文查询结果 |
返回搜索 |
|
|
|
| 论文编号： | 1528 | |
| 作者编号： | 2120082389 | |
| 上传时间： | 2010/5/24 11:38:30 | |
| 中文题目： | A化学产品研发公司知识型员工组合薪酬体系设计研究 | |
| 英文题目： | Comprehensive Compensation System Design of A Chemical Products Company | |
| 指导老师： | 李新建 | |
| 中文关键字： | 薪酬管理 全面报酬 知识型员工 | |
| 英文关键字： | Compensation Management, Total Rewards, Knowledge worker | |
| 中文摘要： | 随着近年化学产品生产的迅速发展，为了实现可持续发展，许多跨国公司加大了对中国化学产品行业的投资，主要途径是转让技术、提供设备，建立研发中心。研发中心通常会配备先进的试验室，进行产品研发和中试等，从而在中国市场建立强大的生产能力和研发能力。而如何吸引，激励，保留研发人员等知识型员工成为各大公司人力资源管理工作的重中之重，通过单纯地提高基本工资待遇已经不能适应知识型员工的需求，知识型员工具有了许多的新特征，如工作过程难以控制，对企业的忠诚度低，自主性高等，企业能否发挥薪酬的激励效能，薪酬体系的设计是否科学合理变得至关重要。企业必须建立一种能满足知识型员工需求的全面报酬体系，有效地组合内在报酬和外在报酬，货币性报酬和非货币性报酬。 本文分析了研发企业知识型员工的需求特征，并研究了国内外薪酬的理论及发展现状，结合案例企业的特点，对企业知识型员工的薪酬进行了重新组合设计，并得出结论：研发企业知识型员工的薪酬设计应采用全面报酬模式。 论文首先介绍了薪酬相关理论及知识型员工的需求特点，并介绍了国内外薪酬的研究现状，重点介绍了全面薪酬；而后对A企业背景分析，尤其是企业管理人员和研发人员的薪酬，工作环境以及需求和动机，运用全面报酬理论，深入探讨了企业知识型员工薪酬问题的成因。论文的第四章，重新组合设计了A公司的薪酬体系，建立了全面组合报酬体系模式，包括基本薪酬，激励奖金，福利组合以及非物质薪酬等不同层面，形成了全面的动态薪酬体系。第五章分析了A公司知识型员工组合性薪酬体系有效实施的保障条件，如企业文化、公司管理、人力资源管理各环节的配合等。 本文对知识型员工薪酬体系的设计有所侧重，基于知识型员工的独特需求，突出了内，外薪酬的结合。 | |
| 英文摘要： | With the rapid development of chemical products & facilities, many global chemical companies chose China as the new place for chemical investment, by transfer of technology, supply of advanced equipments, and the new-built R & D center. R&D Center can build strong production and research capability with advanced lab for pilot and research. How to attract, motivate and retain the Lab chemists becomes the core issue of the companies. The increase of basic salary could not satisfy the needs of the chemists, and the company must find new compensation ways to satisfy the new needs of the chemists such as the low-commitment, high self motivated, and hard to control the work. The company is trying to set up a more scientific and reasonable compensation system to motivate the chemists, and that’s Total Rewards consists of both internal and external rewards, and also economic and non-economic rewards. This article analyzed the character of the knowledge workers, and the theory of compensation, based on the case of A Chemical Product Company, design the compensation system of the chemists of the company, and conclude: the best compensation system for the knowledge staffs of the R&D field is Total Rewards System. The article begins with the introduction of the basic theory of Total Rewards, and the character of knowledge workers, and then analyzes the character of chemical industry and A Chemical R&D Products Limited, the article uses the related knowledge of compensation management, total rewards theory to demonstrate the compensation problems of the company and put forward related solution programs. Chapter IV & V, redesigned the compensation system of A company with Total Rewards System including basic salary, incentive, benefits and non-physical incentive etc. and meanwhile, analyze the support conditions for the successful implementation of the new system, such as organization, management, full-spectrum of HR system, company culture etc. | |
| 查看全文： | 预览 下载(下载需要进行登录) |