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论文编号：	4565
作者编号：	2220100742
上传时间：	2012/9/18 14:48:52
中文题目：	华鲁恒升公司薪酬体系设计与绩效考核研究
英文题目：	Hualuhengsheng Company Compensation System Design And Performance Evaluation
指导老师：	薛有志
中文关键字：	关键词：人力资源管理 绩效考核 动态管理 多重设计
英文关键字：	Key Words:Human resource management, Performance appraisal,Dynamic management, Multiplicity design.
中文摘要：	薪酬管理是企业在进行正常经营活动中调节人力资源以及合理配置人员与人才的基本方法和重要手段，它也是企业对员工的工作状态和业务发展方向进行有效管理的科学方式和合理途径。科学的薪酬管理制度，能够有效激发企业员工的工作积极性和工作创造力，为企业可持续发展提供更有利的人力资源保障。本文以华鲁恒升公司为研究对象，首先介绍了人力资源管理、薪酬管理、激励机制和绩效考评等相关理论知识；剖析了华鲁恒升进行人力资源改革的背景、目的及现存的问题；其次，通过对华鲁恒升薪酬管理体系设计的研究，探析企业薪酬管理体系的设计程序、体系内容，提出企业为了提升企业综合竞争力，应科学组织、缜密策划、程序公开，扎实做好定岗、定编、定职、定责、定员、定薪等“六定”工作，并在此基础上，多重设计薪酬管理体系，充分发挥薪酬的激励作用；再者，通过对华鲁恒升岗职位绩效考核的研究，研析了岗职位动态管理对企业效能提升的作用，提出为了提高员工工作积极性和企业管理效能，企业应实行岗职位动态管理，通过设计科学的绩效考核方法、采用公开公平公正的考核程序、坚持绩效考核结果与岗职位转换的无缝对接，体现薪酬的业绩导向作用；最后，分析了华鲁恒升薪酬体系设计与绩效考核在实践中所取得的成果。论文采用实证研究的方法，研究结论主要是华鲁恒升通过以岗职位管理和效能提升为核心的薪酬体系设计与绩效考核改革，企业人力资源管理的观念产生了巨大变化，有效解决了国有企业内部活力不足、薪酬体系设计与员工职业生涯设计相脱节、员工安于现状不思进取等国有企业常见问题，对同类型企业薪酬管理方面具有一定的借鉴意义。
英文摘要：	Salary management is the basic method and means about the enterprise in the normal business activities in the regulation of human resources and rational allocation of staff and personnel, It is also the scientific and reasonable way the business to employees working condition and direction of business development for the effective management Scientific management of the pay system, it can effectively stimulate staff's work enthusiasm and the creativity, it can provide better protection of human resources for the sustainable development of enterprises,too. The Hua Lu Hengsheng company as the research object, firstly introduces the human resource management, salary management, incentive mechanism and performance evaluation of related theoretical knowledge; analysed the company human resources management reform background, purpose and existing problems; secondly, based on the Chinese Luheng rise salary management system design of the study, analysis of enterprise salary management system design process, system, put forward an enterprise to enhance the competitiveness of enterprises, scientific organization, careful planning, open process, do a solid job, make up surely, calm duty, post duty, personnel, salary," six", and on this basis, the multiple design salary management system, give full play to the role of salary incentive; moreover, through the China Lu Hengsheng post position to the performance evaluation of research, analysis of the post position to dynamic management of enterprises to promote the efficiency of action, put forward to improve the employees' enthusiasm and efficiency of enterprise management, enterprises should implement the dynamic management of post position, through the design of scientific performance appraisal method, using open and fair and impartial assessment program, adhere to the performance evaluation results and post position conversion seamless docking, embodiments of the performance salary guide; finally, analysed the company compensation system design and performance appraisal in practice the results obtained. Thesis adopts empirical research method, research the main conclusion is that company through post position management and promote efficiency as the core of the design of compensation system and the performance appraisal reform, enterprise human resources management idea to produce tremendous change, effectively solve the state-owned enterprise internal vigor inadequacy, salary system design and employee occupation career design is out of line, a state-owned enterprise staff status quo and common problems, for the same types of enterprise salary management has certain reference significance.
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