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论文编号：	2939
作者编号：	2220080765
上传时间：	2011/3/24 16:00:49
中文题目：	金华公司薪酬机制的改进研究
英文题目：	Jinhua Improvement of the company pay system
指导老师：	赵伟
中文关键字：	关键词：薪酬机制 激励方式 体系建设 民营钢铁企业
英文关键字：	Keywords：Pay system motivation system construction private steel enterprises
中文摘要：	摘 要 企业间的竞争本质是“人”的竞争。人是企业的灵魂，是一切企业竞争力的源动力，是一切企业利润的源泉。如何激励企业中的员工，从而发挥其自身的潜力，是企业管理者必须面对的问题和掌握的技能。现在有不少企业管理者已经开始重视对企业员工的激励工作，建立起一套激励体系，并已经取得一定成效，但也存在不少未解决的问题，如：由于所有制差别、行业差别、员工身份差异，尤其是文化的差距所产生的影响。应该如何针对上述差异，通过薪酬机制和奖惩制度进行有效激励，是激励工作中的难题，仍待研究解决。 金华公司作为全国500强企业之一的山东石横特钢集团的子公司，在经历了08年经济危机的洗礼后，毅然投资兴建全国一流的高炉、转炉及配套系统，并在危机后持续增员不减员的前提下依然上调员工工资，让企业的员工待遇水平在当地继续领跑。文章站在民营钢铁企业的角度，主要分析了金华公司在经济危机前后的薪酬机制方面采取了哪些措施，来保证公司新项目的运作。 笔者本着科学严谨的态度实地调研，通过对金华公司薪酬机制内容及工资计算办法的调研分析，从中发现了诸如薪酬手段的不完善导致薪酬激励不充分、人力资源管理不到位导致的掌握先进科学技术和专业知识的专业技术带头人匮乏，具有创新性的高层次人才不足、企业文化不普及导致的员工主人翁意识不强等问题。然后通过文献分析法、案例研究法、比较研究法、描述性研究和解释性研究的方法，借鉴前人的研究成果，对金华公司薪酬机制改进中存在的问题进行一些探讨与研究，提出了在薪酬机制改革中应把握的重要原则，以企业文化和企业发展战略统领薪酬设计、管理的全局，以现代组织行为学方法论做支撑，辅以丰富的薪酬构成和其他激励形式。 笔者通过深入了解薪酬机制改进一年后的金华公司，发现完善上述措施能更好的保证企业和员工的利益，更好的提高企业在经济复苏中的竞争力，也期望对同行业薪酬机制的改进方面有所借鉴。
英文摘要：	Abstract Competition among enterprises is the essence of "man" competition. Who is the soul, is all the source for the competitiveness of enterprises is the source of all corporate profits. How to motivate employees in the enterprise, which play their own potential, is the business managers must face and master the skills. At present, many business managers have begun to attach importance to the work incentive employees, establish a set of incentive system, and has achieved some success, but there are still many unresolved issues, such as: the difference between ownership, industry differences, the staff status differences, especially the cultural impact of the gap. How should response to these differences, the pay mechanism and reward system through effective motivation, motivation at work is difficult, yet to be studied and solved. Jinhua company as one of the top 500 enterprises of Shandong Steel Group, a subsidiary of Stone Cross, after the 2008 economic crisis, after the baptism, decided to invest in the national first-class blast furnace, converter and supporting systems, and continued growth of staff in post-crisis is still not regulated under the premise of attrition, wages and salaries, so that the treatment of employees of enterprises at the local level continues to lead. Article standing point of private enterprises, the main analysis of the economic crisis in Jinhua pay mechanisms before and after the measures taken to ensure the operation of the company's new projects. In the rigorous scientific attitude the author field research, through the mechanism of the contents of Jinhua remuneration and wages of the method of calculating the research, and found the means of compensation such as incentive pay is not perfect led to the full, human resources management is not in place led to the mastery of advanced scientific technical and professional knowledge, lack of professional and technical leaders, innovative talent shortage of high-level, corporate culture is not popular due to strong sense of employee ownership and other issues. And then through the literature analysis, case study, comparative study, descriptive studies and explanatory research method, drawing on previous research results, improved mechanisms of Jinhua remuneration some problems in studies and research presented at pay system reform should grasp the important principles to corporate culture and strategy to guide compensation design, management, global, modern methodology of organizational behavior do support, complemented by a rich form of pay structure and other incentives. Through improved understanding of one year after the pay system Jinhua company, found that Wanshan these measures to better ensure that the interests of enterprises and employees, better business in improving the competitiveness of the economic recovery, but also look forward to pay the same industry mechanisms improvements have reference.
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