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论文编号：	5907
作者编号：	2120112706
上传时间：	2013/12/6 13:03:55
中文题目：	MTTS公司战略性薪酬体系优化研究
英文题目：	Research on Optimization of Strategic Compensation Management System of MTTS Company
指导老师：	李新建
中文关键字：	战略性薪酬管理;薪酬战略;薪酬管理;MTTS公司
英文关键字：	Strategic Compensation Management;Compensation Strategy;Compensation Management;MTTS Company
中文摘要：	薪酬制度是企业赢得并保持竞争优势的关键，在整个人力资源管理中起着领导、支持、变革诱因的作用。随着知识经济的到来和市场竞争的不断加剧, 越来越多的企业在思考如何通过战略性薪酬管理,构建战略性薪酬体系来获取企业竞争优势, 促进企业经营战略目标的实现。 MTTS公司是一家从事汽车模具研发与制造的外资企业。公司成立8年以来，在北美总公司的支持下，公司取得了阶段性的发展，拥有了一批年轻富有朝气，同时兼具模具研发和制造核心技术的员工。随着总公司将汽车模具业务发展的重心转向亚洲的战略实施，MTTS公司调整其经营发展战略，拟在未来两年内完成工厂二期扩建，扩大产能，以支持企业向世界顶级汽车模具供应商发展的战略目标。在这一过程中，为了更好的吸引、培养、保留和发展关键核心人才，如何调整一直沿用的薪酬管理制度，优化构建战略性薪酬管理体系，成为MTTS公司管理层及人力资源部必须要面对的问题。 本文旨在以战略人力资源管理和薪酬管理理论为指导，以MTTS公司为例，从企业战略和对关键岗位人员有效激励角度出发，对现行的薪酬体系及薪酬管理进行诊断，寻找与企业战略性薪酬管理之间的差距，强化企业实施战略性薪酬管理的必要性，并结合实例分析研究MTTS公司基于战略的薪酬体系的优化。 本文由六个章节组成。第一章阐述此次研究的背景和意义，主要内容及方法，以及研究的思路和论文结构。第二章主要介绍了薪酬及薪酬管理的基本内容，战略性薪酬管理有关理论内容回顾，并探讨了如何在战略导向下薪酬管理体系的优化构建，为全文的研究打下理论的基础。第三章通过简介MTTS公司概况，描述其汽车模具行业特征、发展战略、企业文化以及人员组成等特点，进一步介绍其人力资源管理概况及现状。第四章通过描述MTTS公司薪酬管理概况，分析其薪酬战略及薪酬水平定位，回顾其薪酬制度，进一步对MTTS公司薪酬管理现状及存在问题进行分析诊断。第五章，在根据上一章分析提出MTTS公司构建基于战略的薪酬体系的优化方案，同时阐述MTTS公司薪酬体系改进方案实施的保障措施。第六章作为最后一章，是对本文研究进行的总结。
英文摘要：	As the key element for an enterprise to get and keep competitive advantages, compensation system plays the significant role in the human resources management. With the coming of knowledge-based economy and competition increased, more and more enterprises pay more attention to get competitive advantages by means of strategic compensation management in order to achieve their strategic objectives. As a wholly foreign-funded company, MTTS engaged in the Automotive Die & Tooling Engineering and Manufacturing. Founded eight years, with the support of the headquarters in North America, the company has achieved a lot, and has a group of talents, who are young, vibrant, with core knowledge of both engineering and manufacturing in Automobile tooling field. With the business development, the strategic focus of tooling business is gradually shifted from North America to Asia by headquarters, MTTS Company make the adjustment for its business development strategy as while. As strategic objectives for development, the company is planning to finish plants expansion within the next two years, and to expand production capacity to support the enterprises to be the world class automotive tooling suppliers. During this period, how to effectively attract, train, retain and drive key core talent, how to adjust current compensation management system to meet strategic requirements, are questions which Management team and human resources team of MTTS must face. By studied the main point of strategic compensation management, and its necessary for a company, this thesis takes MTTS Company as an example, from corporate strategy and effective incentives for key staff perspective, aims to make diagnosis for current compensation system and compensation management of MTTS, find the gap between acting compensation management with strategic compensation management, emphasis on necessity of strategic compensation management’s implementation, and work for strategy based remuneration system optimization and construction. This thesis is composed by six chapters. The first chapter describes background and significance of the study, the thesis’s main content and methods, conceptual framework and structure. As theoretical basis of this thesis, the second chapter describes basic theory of compensation and compensation management, introduces the theory of strategic compensation management, and explores how to build strategies based remuneration system. The chapter three introduces MTTS company profile and describes its human resources management status. By describing MTTS current compensation management and regulations, the chapter four makes analysis and diagnose to finding key problems of MTTS compensation management. In accordance with the previous chapter, the fifth chapter mainly focus on optimization and rebuilding of MTTS compensation strategies based on Strategic compensation management, establish the strategies based remuneration system, and also mentions safeguards measures for further implementation of MTTS Remuneration System improvement program. As the last chapter, Chapter six is summary of this thesis.
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