SHR公司猎头事业部薪酬体系研究

【作者】 方敏；

【导师】 邵培基；

【作者基本信息】 电子科技大学 ， 工商管理， 2007， 硕士

【摘要】 SHR公司是一家四川省高级人才开发机构,专门从事人才的推荐猎头、测试评价、教育培训、劳务派遣和人力咨询。其下属猎头事业部的战略是为企业选拔到合适的高层次经营管理人才。随着人才竞争的白热化,该公司猎头事业部在人才挖掘过程中面临巨大的竞争与挑战。本文从薪酬管理的角度研究如何实现SHR公司猎头事业部的战略目标,从而提高企业的核心竞争力。本文通过问卷调查、文献查阅和专家访谈等方法,研究了猎头事业部薪酬管理现存的问题,分析了猎头事业部的业务战略,提出了与业务战略相匹配的“有机式薪酬战略”;同时结合“宽带薪酬”、“团队薪酬”和“全面薪酬”的理念分别对基本薪酬、绩效薪酬和内在薪酬进行设计,最终形成SHR公司猎头事业部的整体薪酬体系。在本文的研究过程中,运用SWOT方法全面估量了猎头事业部的资源强势和弱势以及外部的机会和威胁;运用战略分析法研究了猎头事业部目前激进型的业务战略;同时,运用Hay职位评估法和线性回归分析法对猎头事业部所有职位进行分析和评价,使得基本薪酬的设计具有科学性和公平性;运用平衡计分卡(BSC)和关键指标方法(KPI)对分别团队绩效和个人绩效进行评估,使得绩效薪酬的设计具有合理性和客观性。本文研究结果是为SHR公司猎头事业部建立一套科学合理的薪酬体系,规范猎头事业部的薪酬管理制度,吸引和稳定所需人才,从而提高企业的核心竞争力。更多还原

【Abstract】 SHR Company is a senior talent development agency that’s engaged in headhunting recommendation, testing and evaluation, educational training, labor dispatch and consultation. The Headhunting Division of the company aims at selecting suitable and highly qualified management talents for enterprises. With the intense competition for talent, the Headhunting Division has to face great challenges and fierce competition in discovering talents. In terms of payment management, my thesis makes a research on how to achieve the strategic target of the Headhunting Division. Therefore, it helps to improve the company’s core competitiveness.My thesis analyses the management strategy and the current problems with the payment of the Division through abundant data collection, questionnaires and expert interview. My thesis comes up with the flexible payment strategy based on the management strategy of the Division. Basic salary, merit payment and internal payment are designed individually with the idea of brand band payment, team salary and overall payment. Finally an overall payment system of the Division is established.My thesis gives a detailed analysis of the resources about strength and weakness, the opportunity and the threat in the Headhunting Division through SWOT analysis and the current radical management strategy through management strategy analysis. It makes an analysis and evaluation of the current positions in the division by Hay Job Evaluation System and Linear Regression Analysis. The basic salary seems fair. And the design also evaluates the team performance and individual performance separately by BSC Balanced Scoring and KPI Key Indicator Method. Now the merit payment is becoming more scientific.My research aims at establishing a scientific and practical payment system and standardizing the salary management system. Therefore, more talented people will be attracted to the company and the core competitiveness will be improved.更多还原