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论文编号：	6677
作者编号：	2220120500
上传时间：	2014/12/3 19:13:54
中文题目：	CL集团薪酬管控体系优化研究
英文题目：	The study of CL Group compensation management system optimization
指导老师：	袁庆宏
中文关键字：	集团公司；人力资源管控；薪酬管控；工资总额；高管薪酬
英文关键字：	Group Company, Human resources management, Compensation management , Total Payroll , Executive compensation
中文摘要：	近年来，CL集团已经从单一的寿险公司，发展成为一家业务范围全面涵盖寿险、财产险、养老保险（企业年金）、资产管理、实业投资、基金业务、海外业务及电子商务的大型金融保险集团。在集团化发展的大背景下，CL集团总部需要面对不断增加的多元化的下属企业，需要面对企业各自不同的发展阶段、市场竞争状况、产业生命周期、管理水平。作为集团公司的人力资源管理者，如何确定人力资源管理模式并进行有效的人力资源管控，特别是如何建立与之相匹配的薪酬管控体系，更好地为整个集团的战略发展目标服务，是本论文主要研究的内容。本论文以CL集团作为案例进行定性和定量的系统分析,采用“提出问题—分析原因—设计方案—提出对策”的思路,针对CL集团公司薪酬管控方面进行研究探讨。本文首先阐述了研究的目的和意义、研究思路和基本框架。其次,在阅读相关理论资料和数据文献的基础上,梳理并阐述了国内外有关集团化人力资源管控的基本理论。第三,介绍了CL集团薪酬管控的现状、存在的主要问题，并分析成因。第四,针对CL集团薪酬管理存在问题,设计优化了薪酬管控方案。最后,提出了薪酬管控方案实施的保障措施,针对可能出现的难点,提出了可行性对策。作者通过实地调研与理论研究，指出了集团公司原有薪酬管控体系的不足之处，并提出了切实可行的解决方案。本文通过对CL集团公司薪酬管控体系进行优化设计,丰富了国内在薪酬管控体系方面的实践经验，不仅对CL集团公司完善薪酬管控体系有较好的现实指导意义,对其他集团化公司也有一定的借鉴价值。
英文摘要：	CL group is developed from the pure life insurance company to the complex financial and insurance group, whose business covered life insurance, assets insurance, endowment insurance, assets management, industrial investment, funding, overseas business and e-Commerce. During CL Group becoming the financial and insurance group, the HR management team of Group headquarter are facing much challenge, such as the management and control models, which should be suitable for different subsidiary companies in different business area, different developing phases, different markets and different management level, and the compensation systems for the different models. To find the good approach to solve these challenge and serve the group strategic target, is the key thinking for group HR team, and is the key problem, which the author tried to give the answer in this paper. With the quantitative and the qualitative analysis to CL group, and with the approach of “release the issue – analyze the reason – design the plan – find the solution”, the author proposed the study to the compensation management and control in CL Group. First of this paper, the author got the target, significance, approach and framework. Second, from studying lots of intra-and inter-national papers and cases for big Group management, the author got the academic summary for Group level HR management. Third, from diagnosing the current compensation model and the existing issue, the author summarized the reason. Forth, according to the current issue, the author designed the optimized compensation model. Last, the author forecasted the potential issues and gave some suggestion for the solution. From the real case diagnosis and theory study, the author found out the shortage of the current Group compensation management and control system, and gave the possible solution. From the study and optimization of CL Group compensation management system, the paper tried to summary some lesson and learn in the practice. It would not only be the guideline for CL Group in the compensation management in the future, but also provide the reference for the other Group companies.
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