現(xiàn)代企業(yè)薪酬設計

人力資源字數(shù):25017,頁數(shù):37  本篇論文包含任務書,開題報告,論文,文獻綜述,外文翻譯,等   論文編號:RL040

目錄
一、緒論-----------------------------------------------------1
選題背景----------------------------------------------------------------1
研究意義----------------------------------------------------------------2
薪酬體系設計的理論基礎-----------------------------------3
（一）薪酬管理理論----------------------------------------3
（二）薪酬制度設計理論------------------------------------7
三、豐達汽車薪酬管理現(xiàn)狀分析---------------------------------12
（一）公司概況--------------------------------------------12
（二）薪酬制度介紹----------------------------------------12
（三）現(xiàn)代企業(yè)管理存在的問題--------------------------12
四、豐達汽車寬帶薪酬制度設計---------------------------------14
   （一）工作分析--------------------------------------------15
（二）崗位評價--------------------------------------------15
（三）薪酬層級設計----------------------------------------20
（四）任職能力評估與薪酬層級定位--------------------------24
（五）薪酬結(jié)構(gòu)設計----------------------------------------27
五、方案實施中預計碰到的困難以及解決的方法-------------------31
（一）預計會遇到的問題------------------------------------31
（二）問題解決的方法--------------------------------------31
六、結(jié)論-----------------------------------------------------34
（一）新薪酬方案的評價------------------------------------34
（二）創(chuàng)新之處--------------------------------------------34
（三）局限性及需進一步研究的問題--------------------------34
七、致謝-----------------------------------------------------35
八、參考文獻-------------------------------------------------36

摘    要
隨著經(jīng)濟的發(fā)展，我國現(xiàn)代企業(yè)取得了令世人矚目的成就。占民營企業(yè)絕大多數(shù)的中小型民營企業(yè)是一股不可忽視的力量，正處于迅猛發(fā)展的階段。然而，它們中大多數(shù)在管理上存在著這樣那樣的缺點，尤其在人力資源管理中普遍存在著對員工激勵不足和激勵不當?shù)膯栴}。在當今，設計公平合理的薪酬系統(tǒng)仍不失為最重要和有效的手段之一，一套行之有效的薪酬系統(tǒng)不僅可以降低企業(yè)人工成本，而且可以極大地激發(fā)員工的積極性、主動性和創(chuàng)造性。
本文從薪酬管理的基本理論入手，以豐達汽車有限公司為現(xiàn)代企業(yè)代表作研究，力求在人力資源及相關(guān)管理理論的指導下，發(fā)現(xiàn)和探索民營企業(yè)在人力資源管理中薪酬體系存在的問題和不合理現(xiàn)象。通過引入寬帶薪酬的概念，結(jié)合公司的實例，爭取建立一套切實可行的、科學的、系統(tǒng)的，能夠激勵員工自我管理、自我開發(fā)、自我提高的薪酬體系，從而提高員工對企業(yè)的滿意度、忠誠度。
本文第一部分對論文的選題背景和研究意義進行了描述；第二部分對薪酬管理和薪酬設計理論進行了簡單介紹；第三部分對豐達汽車有限公司的薪酬管理現(xiàn)狀進行分析診斷；第四部分是在前面三部分的基礎上，對公司的薪酬制度進行優(yōu)化設計；第五部分是方案實施中預計碰到的困難以及解決的方法；第六部分是論文的總結(jié)。

關(guān)鍵詞：寬帶薪酬、崗位評價、薪酬結(jié)構(gòu)

ABSTRACT
After years of development, Chinese private enterprises have made spectacular achievements in the world. Private enterprises account for the vast majority of small and medium-sized private enterprises is a force to be reckoned with, is in a rapid development stage. However, most of them in the management of the existence of a variety of shortcomings, especially in human resources management in the widespread lack of incentives to employees and encourage the improper question. In the contemporary, design a fair and reasonable remuneration system is still the most important and effective means of a set of effective pay system can not only reduce corporate labor costs, but can also have greatly inspired the staff of the enthusiasm, initiative and creativity .
This article from the pay administration start with the basic theory, to JinFeng Automobile Co., Ltd. in Hangzhou for the study, aimed at human resources and related management theory, under the guidance of discovery and exploration of private enterprises in human resources management system in the pay of existing problems and Anomaly. By introducing the concept of broadband pay, with examples of companies, to establish a set of practical, scientific, and the system can motivate staff self-management, self-development, self-pay increase system, thereby improving staff-to-business satisfaction , Loyalty.
In this paper, the first part of the background papers and research topics of significance to describe the second part of the remuneration of management and design theory pay a brief account of the third part of the JinFeng Automobile Co., Ltd., Hangzhou, the pay status of management Diagnosis; the fourth part is in front of three parts on the basis of the company's pay system is optimized; the fifth Part is expected in the implementation of the programme and to resolve the difficulties encountered the method is the sixth part of the paper concluded.

Key words: Broadband pay； job eva luation；pay structure