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论文编号：	8982
作者编号：	2120142792
上传时间：	2016/12/14 13:09:39
中文题目：	TS公司薪酬构成诊断与优化设计
英文题目：	Diagnosis and Optimal Design of TS Company’s Compensation Structure
指导老师：	吕峰
中文关键字：	人力资源管理 薪酬 薪酬构成 优化设计
英文关键字：	human resources management; compensation; compensation system; optimization design
中文摘要：	企业的竞争，最关键的竞争还是人才的比拼。公平、科学而又合理的薪酬构成是企业吸引和留住人才的基础。作为人力资源管理系统六大模块之一，薪酬与员工的利益息息相关，在稳定员工队伍以及提高生产效率上发挥着重要作用，一直以来都是人力资源管理的重点和难点，也成为了越来越多管理者和学者研究的课题。现阶段，随着经济下行压力越来越大，以及房地产和建筑业的持续不景气，与之相关的中小企业发展也遭遇困境。如何发挥员工薪酬的作用，使企业摆脱困境，给我们的人力资源管理提出了挑战，这也是本篇论文研究的最大意义所在。本论文以TS混凝土公司为研究对象。在马斯洛需求层次理论、期望理论、公平理论、利益相关者理论等理论原理指导下，以TS混凝土公司的人力资源管理和薪酬构成现状为研究出发点，通过文献资料法、员工访谈座谈法和问卷调查法等方法，汇总分析出TS混凝土公司薪酬构成目前存在的主要问题，如薪酬构成结构单一，而且缺乏激励性，薪酬标准的制定没有科学的依据,缺乏有效的绩效考核等。然后，综合使用岗位评价点值法、绩效考核、利润分享等工具和方法，对TS混凝土公司的薪酬构成进行了优化设计，重点优化设计该公司员工日常直接经济性薪酬，首先通过岗位评价确定岗位工资，然后调整岗位工资构成，再通过绩效考核对员工工作结果进行评定，同时重新设计年度奖金和月度补贴的计算和发放方式。最后，为保证优化设计后的薪酬构成能够得到有效实施，分别从企业文化、组织保障和制度保障等三个方面提出一些保驾护航的有效措施。本文对TS公司优化设计的薪酬构成虽然目前仅限于实施方案的抽象描述，但它本身还是具有一定的实用性，也可以为其他企业，尤其是混凝土企业提供参考和借鉴。
英文摘要：	The competition between enterprises is the competition of talented person in the critical aspects. Equitableness, scientific and rational compensation system is the basis of attracting and retaining talent for company. As one of six of the human resources management system, compensation which has relax of people play an important role in the business stability and enhancing efficiency, and has become a subject to more manager and scholars. As large as economic downward pressure, and the downturn in the industry of real estate and building, there are many problem in relax enterprises. How to play the port of payment which can deal with the problem of company becomes a challenge of human resources management. This article take TS Concrete Company as the research object. Under the guidance of Maslow's hierarchy of needs , motivation and equity theories, from the company human resources management and compensation system current situation, and through the collection of documents, interview method and questionnaire investigation method, and analyzed the main problem of company’ compensation structure in TS Company. For example, the composition of compensation structure lacked of motivation is too simple, and there are no scientific basis in the standard of compensation, and so on. Then, comprehensive using the instruments and methods of job evaluation dot method, performance appraisal, and profit sharing , the paple design a new pay system. In the first, Conduct job evaluation; Second, adjust the structure of salary; Third, conduct performance appraisal; Fourth, adjust the way of reward and subside. In the end, some protection measures from multiple aspects should be taken to make the system redesigned can be make use of. In the word, although the compensation system redesigned of TS Company is only confined to metaphysical discuss of actualization tactics, it has stronger pragmatism, and this article could have some positive references to other companies.
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