研發(fā)部寬帶薪酬體系設(shè)計(jì)

人力資源論文編號(hào):RL021 字?jǐn)?shù):22555,頁數(shù):34  本篇論文包含任務(wù)書,開題報(bào)告,論文,文獻(xiàn)綜述,外文翻譯,等  

目  錄
一、緒論............................................................ 1
二、寬帶薪酬理論.....................................................3
    (一) 薪酬理論綜述.................................................3
    (二)寬帶薪酬......................................................4
三、長(zhǎng)沙明元電子技術(shù)有限公司研發(fā)部門薪酬體系現(xiàn)狀 ................... 7
    (一)長(zhǎng)沙明元電子技術(shù)有限公司概況..................................7
    (二)研發(fā)部門人員特點(diǎn)..............................................9
    (三)長(zhǎng)沙明元電子技術(shù)有限公司薪酬體系的現(xiàn)狀...................... 10
四、寬帶薪酬結(jié)構(gòu)設(shè)計(jì) ................................................13
    (一)確定研發(fā)部門的人力資源戰(zhàn)略和薪酬戰(zhàn)略.........................13
    (二)薪酬市場(chǎng)調(diào)查  ...............................................16
    (三)能力價(jià)值評(píng)估................................................ 18
    (四)薪酬體系設(shè)計(jì) ................................................21
五、實(shí)施與監(jiān)控.......................................................26
    (一)實(shí)施步驟.....................................................26
    (二)配套管理.....................................................27
六、結(jié)論 ........................................................... 29
（一）本論文的結(jié)論.................................................  29
（二）需要進(jìn)一步研究的問題 ..........................................29
致謝...............................................................．31
參考文獻(xiàn)...........................................................．32
附錄...............................................................．33

摘   要
    隨著中國(guó)改革開放的不斷深化與發(fā)展，市場(chǎng)競(jìng)爭(zhēng)的壓力對(duì)企業(yè)管理者提出了更高的要求。企業(yè)之間的競(jìng)爭(zhēng)不僅限于財(cái)力、物力的競(jìng)爭(zhēng)，人才越來越成為企業(yè)贏得競(jìng)爭(zhēng)的最為重要的資產(chǎn)。在以人為本的人力資源管理中，人才的去留與薪酬有著直接的關(guān)系，從這個(gè)意義上講，薪酬體系的設(shè)計(jì)與企業(yè)的未來發(fā)展密切相關(guān)。本文的研究對(duì)象為長(zhǎng)沙明元電子技術(shù)有限公司，該公司近年來人員流動(dòng)較為頻繁，尤其是研發(fā)崗位人員的流出，影響了其原有業(yè)務(wù)的正常開展，并無形中增加了人力資源成本，薪酬結(jié)構(gòu)不合理是一個(gè)重要原因。因此，本文旨在使用理論應(yīng)用與實(shí)踐研究相結(jié)合的方法，建立適合該公司的薪酬體系。首先重點(diǎn)介紹了論文研究的背景。接著回顧了薪酬理論的幾種主要理論，綜述了應(yīng)用研究的理論基礎(chǔ)。其次，簡(jiǎn)單介紹了企業(yè)的薪酬體系情況，分析現(xiàn)狀問題，挖掘矛盾根源，尋找解決切入點(diǎn)。再次，引入寬帶薪酬理論，形成研發(fā)部門寬帶薪酬設(shè)計(jì)方案。最后，闡述了實(shí)施寬帶薪酬體系應(yīng)采取的配套機(jī)制，并得出相應(yīng)的結(jié)論。

關(guān)鍵詞：　寬帶薪酬；研發(fā)部門；薪酬體系

ABSTRACT
With the durative deepening and development of Chinese reform and opening,the stress of market competition requests more to enterprise managers. The competition among the enterprises is not only limited in the field of financial and material resources, the human resources is becoming the most important capital for the enterprise to win the competition. In the human resource management of treating people as the base, the salary plays a very important roll for the staff, that means, Salary System is closely related to　the future development of enterprises.In this paper, the object of study is for the Electronic Technology Co., Ltd. of Zhejiang Kim,The company is more frequent in recent years the movement of persons, in particular the development of the outflow of jobs, impact on its existing business of the normal conduct, and virtually increased personnel costs, salary structure is irrational is an important reason. Therefore, this paper aims to use the theory and practice of application of the method of combining, for the establishment of the company's pay system. First of all research papers focused on the background. Then reviewed the salaries of several major motivation theory, reviewed the application of the theoretical basis. Second, the brief account of the company's pay system, the issue of the status quo, and tap root causes of conflicts, to find a solution starting point. Third, the introduction of broadband pay theory, a broadband research and development departments pay design. Finally, on the implementation of broadband pay system should take the matching mechanism and draw the corresponding conclusions.

Keyword: Broadband compensation; research and development departments;    
         compensation system