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论文编号：	7815
作者编号：	2120132691
上传时间：	2015/12/7 11:32:26
中文题目：	Z集团公司职工薪酬体系再设计研究
英文题目：	The research of Z group corporation’s salary system redesign
指导老师：	刘俊振
中文关键字：	国有企业；集团公司；薪酬管理；薪酬改革与再设计
英文关键字：	State-owned enterprises；group company；salary management；compensation reform and redesign
中文摘要：	人类社会的迅速发展，逐步进入知识经济时代，人力资源也逐步成为了企业发展的战略性资源。各个企业之间的竞争，说到底是人才的竞争。企业之间，竞争力强弱的关键就是人力资源管理的水平。薪酬管理是每一个企业人力资源管理的核心内容，薪酬体系设计是建立薪酬管理制度的前提和重要组成部分。设计和建立一套科学的、符合企业发展实际和地区特点的薪酬体系，对于企业人力资源管理和经营工作的更好开展有着重要意义。 传统薪酬体系中，薪酬往往与一个人在组织中的职位层级相匹配，薪酬水平的高低由职位的高低决定。然而，随着组织结构逐渐扁平化的影响，企业内部的等级数目大大压缩，员工只有通过有限数量的职位竞争追求升职加薪，而一些得不到晋升的员工的工作积极性必然会受到严重的挫伤。因此需要引入一种新的脱离单一的岗级限制的薪酬体系，改造传统薪酬体系中只重岗位晋升的激励机制，使薪酬更多的与实际绩效相结合，从而更好的促进企业长远发展，使其顺应企业组织结构扁平化变革。 Z集团公司作为有代表性的国有企业，在我国面临政治、经济改革不断深化的进程中，面临着重重困难和阻碍。一方面，效率和效益低下，管理措施不力，人才流失严重，事业发展缓慢；另一方面，人力资源配置不合理，造成人力资源的浪费。在薪酬体系的改革中，越来越多的企业领导者认识到了精细化管理的重要性，试图摆脱传统惯性模式，正在或大刀阔斧或和风细雨的管理变革，不断推动着企业管理水平的提升。谁能率先冲破管理的瓶颈，就能在新一轮建设高峰来临时掌握先机，成为行业的领跑者。 本文首先对研究背景及研究意义，以及国内外研究现状进行了系统的阐述，紧接着以薪酬体系改革的相关概念与理论作为坚实的基础，对Z集团公司的现状进行了深入研究，多角度、全方位的对其存在的问题进行剖析，从而对其薪酬体系进行再设计，最后提出了新的薪酬体系运行的保障措施。
英文摘要：	Nowadays, human society has entered a knowledge-dominated new economic era, human resource gradually becomes the core element of enterprise development. The competition between enterprises in the final analysis is the talent competition, the key of competitive level between enterprises is the level of human resource management. Salary management is the core content of human resource management in company, design of compensation system is precondition and important part that establish modern salary management system. The established salary management system should be a scientific system, which can meet the need for the enterprise to grow, and comply with regional characteristics. In the traditional salary system, the level of compensation is determined by the position in enterprise, but with the influence of gradually flattening organization structure, the level of enterprise internal number greatly compressed, only a limited number of employees can pursue a promotion and pay increase throw position competition, for other staffs, their working enthusiasm will be hit heavily. So a new salary system that break away from limit of position is needed, the new salary system will change the situation that pay much attention on promotion system, combine the salary with actual performance, so that enterprise can development well, and fit the change of organization structure. China is facing the process of political and economic reform, as a representative of the state-owned enterprise, Z group company is faced with difficulties and obstacles. On the one hand, the efficiency and benefit in company is low, and management measures are fall behind, the talents in company lapse large and so on. On the other hand, human resource configuration is unreasonable that caused waste of human resources. In compensation system reform, more and more leaders recognize the importance of delicacy management, trying to get rid of the traditional inertial model and seeking a new way to promote the management level in enterprise. The one who can take the lead in changing can grasp opportunities that will good for enterprise development. First, this paper introduce the background, significance and research actuality of the study. Then based on the salary system reform’s related concepts and theories, the Z group company’s current situation is studied, find the problems in the company so that the salary system can be redesigned. And the last, the new compensation system of security measures are proposed.
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