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论文编号：	3669
作者编号：	2120092527
上传时间：	2011/11/19 12:06:28
中文题目：	A化工企业薪酬体系问题及优化研究
英文题目：	Research of Compensation System for A Chemical Enterprise A
指导老师：	袁庆宏
中文关键字：	薪酬方案，激励，绩效管理，化工企业
英文关键字：	Compensation System, Motivation, Performance Management, Chemical Enterprise
中文摘要：	摘要在企业现代人力资源管理中，薪酬管理是相当复杂的一部分，它既关系到个人利益，又牵涉到整个组织乃至整个国家的经济发展。因此，一个多世纪以来，薪酬问题一直是经济学界和管理学界关注的热点问题。薪酬管理对几乎任何一个组织来说都是一个比较棘手的问题，主要是因为企业的薪酬管理系统一般要同时达到公平性、有效性和合法性三大目标，企业经营对薪酬管理的要求越来越高，但就薪酬管理来讲，受到的限制因素却也越来越多，除了基本的企业经济承受能力、政府法律法规外，还涉及到企业不同时期的战略、内部人才定位、外部人才市场、以及行业竞争者的薪酬策略等因素。薪酬管理是现代企业人事管理中重要的组成部分，它决定了对员工的激励效果，它在激发员工动机，增强企业凝聚力，提高员工工作效率，促进企业生产发展方面都起着重要的作用。在企业管理过程中，企业希望通过薪酬满足员工的需求，从而激励、强化，甚至改变员工的行为，以适应企业文化，达成组织目标。在员工心目中，薪酬不仅仅是自己的劳动所得，它在一定程度上还代表着员工自身的价值，代表企业对员工工作的认同，代表了员工个人能力、品性和发展前景。科学合理的薪酬体系能够从物质和非物质角度激发员工强烈的工作欲望和进取心，成为员工全身心努力工作的主要动力之一。同时，薪酬也不再仅只是简单的对员工贡献的承认和回报，更成为推动公司战略目标和价值观转化的有力工具。因此，建立一个满意度高、多方共赢的薪酬体系是每一个企业薪酬设计的初衷和愿望。合理的薪酬体系对企业的发展是有益的，它不但能有效的激发员工的积极性，主动性，促使员工全心全意地为企业目标奋斗，提高企业效益，而且能在人力资源竞争激烈的知识经济下吸引和留住一支高素质，具有竞争力的员工队伍。我们要通过建立一套符合企业个案的薪酬体系，使之达到最佳的激励效果，使员工积极性充分发挥，进而获得最大的企业利润，这也才是发挥薪酬作用的意义所在。在人才竞争激烈的现代市场经济中，“如何更有效地利用人才资源”，“如何留住人才”，“如何激励人才”等企业难题已引发出无数的讨论，这些讨论的一个共同论点就是把企业用人、留人的问题归根于薪酬制度，如果能制定出一套完全符合企业的薪酬制度，那么“人”的问题也会随之解决。如何建立合理的薪酬机制、将薪酬方案与企业战略结合起来，如何使薪酬真正成为企业管理中重要的激励因素之一？这些都是人力资源管理需要解决的问题。本文以上述问题为出发点，在对薪酬理论进行研究、探讨、分析和汇总的基础上，以一家小型外资化工企业薪酬体系优化的全过程为实例，详细分析影响薪酬水平的因素、薪酬方案的选择和制定以及如何将绩效考核融入到薪酬管理中，对A化工公司薪酬体系优化的全过程及新方案予以了全面、真实的再现。希望能为薪酬理论在企业中的实际应用提供有益的探索和借鉴。 A公司是一个在中国成立了约十年的小型外资化工公司，本次实施的薪酬体系优化也代表了绝大多数企业存在的问题。笔者曾经参与了A公司薪酬体系优化的全过程，并参与了薪酬方案的设计，依据A公司的实践撰写本文，供有同样薪酬体系问题的企业参考实施。本论文共分五章，本文对已有的薪酬管理和薪酬体系的设计的相关文献和研究成果进行了回顾、总结和探讨。通过阐述当今社会发展阶段薪酬管理对于企业经营管理的重要性，引出了本论文的研究背景情况和研究指导意义，结合了研究手段方法并研究工具内容，就这些方面做了详细的概述，并确定了本论文的研究框架。第一章 绪论部分，提出问题，对薪酬体系优化的必要性进行描述，对企业中薪酬体系普遍存在的问题进行概括，选择A公司薪酬体系优化作为具体的研究对象，并给出了论文所用的研究方法。描述了论文研究框架及内容。第二章 相关理论回顾，主要是针对本文所需理论，对相关文献进行研究和整理，通过对薪酬概念的概述、激励薪酬体系的意义，企业薪酬战略及薪酬政策与方案，从而为本文奠定了相关理论支持，并从中找出适合A公司的方案。第三章 A公司薪酬管理现状、存在的问题及原因分析，对小型外企化工公司A公司做了详细的介绍，描述了A公司人力资源管理现状及薪酬体系情况并对A公司人力资源管理及薪酬管理存在的问题及原因进行分析。第四章 A公司薪酬体系优化及实施方案，探讨了优化A企业薪酬体系的主要原则。通过比较分析，将A企业的薪酬水平在同类同层次的行业中进行了定位。阐述了A公司绩效考核体系的优化措施，并对A公司的不同层次人员薪酬结构和福利方案进行改革。第五章 结论，主要给出了本文的基本观点，指出了论文的局限性及对今后薪酬体系改革方案的展望。本文基于A公司原来薪酬体系中存在的问题做出的分析及策略，对原薪酬体系做出优化以达到有效激励员工的目的。通过理论研究和实证分析，本文得出如下结论：薪酬作为公司激励策略的一种重要手段在满足保障作用的基础上，应该同时具有激励作用，以便达到吸引、保留优秀人才的目的。因此优良的薪酬体系设计中，薪酬水平要对外具有竞争力，满足外部公平性，并且具有灵活性，能根据外部市场的变化随时做出调整。另外合理的薪酬体系还要做到内部公平，这样也有利于稳定士气。不同的企业采取的薪酬体系是不同的，没有哪种薪酬体系是最优的，适合企业自身特点的才是最好的，最能起到激励作用的。因此企业要根据自身特点建立适合本企业的薪酬结构，建立可量化的绩效考核标准，使岗位晋升和降级有依据，使员工明确努力的方向，这样可激发员工的动力，他们可以更专注于工作、提高工作业绩，避免消极情绪。员工所获得薪酬额与其贡献成正比是薪酬结构设计的目标。员工也能从晋升中体验到自我价值的实现和被尊重被认可的喜悦。薪酬不仅仅是成本，优秀的薪酬机制能够使努力工作的员工得到相应的报酬，员工积极性高了，可以为企业创造更高的效益，从而转化为企业的经营成果。合理的薪酬分配机制，可以给使企业的成本投入发挥最大的效用。因此优秀的薪酬体制能够促进企业良性发展。合理的薪酬体系对企业实现战略目标非常重要，随着时间的推移、外部的变化、企业的发展，企业的内部环境也有可能发生巨大的变化，原有的薪酬体系在新的形式下可能会不合时宜。企业还应不断调整自己的薪酬策略以适应不同发展阶段的战略的实施。 关键词：薪酬方案 激励 绩效管理 化工企业
英文摘要：	Abstract Compensation is a very complicated social economic phenomenon. It is not only related to personal interest, but also refers to the whole organization and the whole nation’s economic development. Therefore, more than one centuries, compensation problem is always the hot problem which economic academe and managerial academe concern. Nowadays, compensation management has become a very important part of modern Human Resource Management. Compensation management for almost any organization is a more difficult problem, mainly because the company's compensation management system to simultaneously achieve the general fairness, effectiveness and legitimacy of the three objectives, business management requires higher and higher to compensation management, but in compensation management is concerned, the limiting factor has been more and more, in addition to the affordability of basic economic, government laws and regulations, but also related to different periods of business strategy, positioning the internal personnel and external talent market , compensation strategy and industry competitors and other factors. Compensation Management is an important component in modern enterprise Human Resources Management, which determines the incentive effects to employees, which stimulate employee motivation, enhance cohesion, improve employee productivity, and promote production and development plays an important role. In the business management, the company hopes to pay to meet the needs of employees, to motivate, strengthen, and even change their behavior, to adapt corporation culture to achieve organizational goals. In employees’ mind, compensation is not only their payment to work. It is also on behalf of employees’ value, the recognition of enterprises to their employees along with employees’ power, characteristics and prospects. Compensation is not only for compensate employees physical and mental labor consumption in work, to meet staff to eat, clothing, housing, transportation, and entertainment, education, training and development needs of protection, while compensation have a direct impact to the attitude of work behavior and job performance, the motivation function impacts the efficiency of labor of employees, turnover, absenteeism, job satisfaction and a sense of belonging to the organization and so on. Thus, compensation is not only the cash motivation. In fact it has become a complicated motivation method in the company’s motivation system, including success motivation and position motivation. Scientific and reasonable compensation system can blaze the employees’ strong working desire and be one of the main drive of employees’ fully devotion to their work. Meanwhile, compensation is not only the simple recognition and rewards to the employees’ contribution. It has been a powerful pushing facility of the company’s strategy and value form. After all, establishing a win-win and high-satisfaction compensation system is the original intention of a company which begin to design the compensation system. Reasonable Compensation system is useful for the development of enterprises, which not only can effectively stimulate employee motivation, initiative, and encourage employees are committed to make efforts for the business goals, improve enterprise profit, but also competitive knowledge economy in human resources to attract and retain a high-quality, competitive workforce. We should make the incentive to achieve the best results, give full play to the enthusiasm of the employees, and thus maximize profits, through the establishment of a suitable compensation system to meet a special case, , which is to play the role of significance. In the fierce competition for talent in the modern market economy, "how more effective use of human resources", "How to retain talent," "how to motivate people," and other business problems has lead to numerous discussions, a common point of these discussions is to enterprises employing people, retain people's problems rooted in the compensation system, if a set of remuneration system which full compliance of the enterprise could be developed, then the problem of the "people" will also be solved. How to design and establish the suitable compensation system, how to combine the company’s strategy with the compensation system, how to make compensation be the motivation factor? These are all the problems that the compensation managers need to solve. This thesis will base on these problems. Firstly it will introduce some useful compensation theories, and then depending on the experience of establishing new compensation system for Company A, this thesis will carefully analyzes the choices of compensation factors, the choices of compensation system and the choices of actualization facilities and methods. In this thesis, it gives a full-scale description of the compensation reform course and the new compensation system of Company A, hoping that it will provide some useful explorations for the other enterprises. Company A is a small foreign chemical company which established in China for about a decade. The implementation of this compensation system optimization also represents the vast majority of business problems. I have involved in the whole process of the compensation system optimization of Company A, and participated in the design of remuneration packages, wrote this dissertation according to Company A's practice for the other enterprises’ reference which have the same Compensation System problem. This paper is divided into five chapters, it reviewed, summarized and discussed the compensation management, compensation system design and relevant literature and research result. By describing the development stage of compensation management in today's society for the importance of business management, leads the research background of this situation and study guide, combined with the research methods and research tools means the content on these areas a detailed overview, and set up research framework of this paper. Chapter 1 Introduction part, ask questions, describes the need for optimization of the Compensation system, summarizes the general issues in enterprises, selects Compensation System optimization of Company A's as a specific object of study, and gives the used research methods, describes the research framework and content. Chapter II, related theory review, researches and collates the relevant literature according to mainly required theory, through an overview of the concept of compensation, incentive compensation system meaning, corporate compensation strategy, compensation policies and programs, so as to lay a paper relevant theoretical support, and find solutions for the A's. Chapter III, A's compensation management situation, existing problems and cause analysis, make a detailed introduction to the small foreign chemical company A, describes the status of human resource management company A and compensation system conditions and human resource management and compensation management problems and analysis of the causes. Chapter IV, A's compensation system optimization and implementation of the program, describes the main principles to optimize compensation system to Company A. Through comparing and analysis, positioned the A company's compensation levels in the same industry and same levels. Stated the optimization of performance appraisal system of Company A, and make the A's staff salary structure and different levels of welfare reform program. Chapter V, Conclusion, the main basic ideas of this paper is given, the paper pointed out the limitations and future prospects for reform compensation system. Based on the analysis of and strategies on the problems of A's original compensation system, it is optimized to achieve the purpose of effectively motivate staff. Through theoretical research and empirical analysis, it concludes following: Compensation should have the incentive function as well based on compensation is an important tool as one of the corporation incentive strategy to attract, retain outstanding talents. Therefore, a good compensation system design, compensation level should have competitive to external to meet external equity, and flexibility, could make adjustments according to external market changes any time. On the other hand, reasonable compensation system should be internal Equity, which would also help stabilize morale. Different companies take different compensation system. No compensation system is the best system. It’s the best which is good for their own characteristics and it is most incentive. Therefore, enterprises should set up compensation system which could fit their characteristics, set up quantifiable performance evaluation standards, so that job promotion and demotion are based on criteria, make staff have clear direction to make effort, this would stimulate employee motivation, they can focus on work , improve performance, avoid negative emotions. The amount employees got paid is proportional to their contribution is the purpose to design the salary structure. Employees also can feel self-worth realization and joy by being respected and recognized from the promotion. Compensation is more than the cost, good compensation system could make the hard working employees to be paid accordingly. Higher Enthusiasm from employees could create greater efficiency, and thus into the business results. Reasonable compensation allocation system could maximize the effectiveness to the cost invested by enterprises. Therefore, good compensation system can promote the healthy development of enterprises. Reasonable remuneration system is very important to enterprises to achieve strategic goals. As time goes on, the external changes, the development of enterprises, the enterprise's internal environment may also undergoing dramatic changes, the original form in the new pay system may be outdated. The compensation system should be adjusted continuously to meet their business strategies implementation in different stages of development period. Keywords：Compensation System, Motivation, Performance Management, Chemical Enterprise
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