【作者】 周军；

【导师】 袁凌；

【作者基本信息】 湖南大学 ， 工商管理， 2007， 硕士

【摘要】 21世纪,全球经济发展已全面进入知识经济时代。知识经济的核心,就是以人力资源和知识资本为中心的新经济。在这个新的经济时代里,国与国之间、企业与企业之间的竞争,将更主要地体现在智力资本与知识管理上的竞争,而人是智力和知识唯一的能动载体,说到底竞争就是人才及其状态的竞争。因此,能不能吸引并留住人才,以及最大限度地激发他们良好的工作绩效状态,是一个时刻关系到企业能否在残酷的竞争中生存和发展的根本问题,而解决这个根本问题一个主要和基本的手段就是:构建一个能有效吸引、维系和激励人才的支持企业发展战略的薪酬体系。湖南第一工业设计研究院是一家国有设计单位,其薪酬体系存在着公平性、激励性不足等问题,迫切需要构建一个全新的薪酬体系来促进其自身持续健康发展。本文首先阐述研究的背景和意义以及研究的内容和研究方法,并重点对前人薪酬理论和薪酬管理实践进行了系统的梳理和总结,研究和探讨了各种薪酬理论和方案的优劣性;并对湖南第一工业设计研究院发展情况做了介绍,对其人力资源结构和人力资源管理现状以及员工薪酬满意度进行了认真的调查分析和研究,在此基础上,对工业设计研究院薪酬体系的现状和问题进行了分析诊断。其次,提出了薪酬体系的优化思路及设计目标、原则和指导思想,并根据岗位薪酬体系和能力薪酬体系理论,经过工作分析、岗位价值评估、能力等级鉴定等环节,分别设计了管辅人员和设计人员薪酬体系的优化方案。最后,从组织机构保障、思想动员和人员培训、监督与控制等方面提出了方案实施的保障措施,并对整个工业设计研究院人力资源管理特别是薪酬管理给出了建议。更多还原

【Abstract】 In the 21’st century, global economy has dropped into the knowledge economy era totally. The essence of knowledge economy is that it bases upon human resource and intellectual hospital. In this era, the attention to competition between country and country or company and company has focused on the intellectual hospital and knowledge management, meanwhile Mankind is only active load body which owns intelligence and knowledge, we can say, the nature of competition is talents and their conditions. So, weather a company can attract, maintain, encourage talents and improve their performance to a largest extent or not is a basic problem which probably decides if they can exist and develop or not in the cruel competition at any time. Obviously, if we want to solve this problem, one basic and main may is to establish a effective compensation system which can attract, maintain and encourage talents in order to promote the development of company.The First Industry Design and Research Institute of Hunan is a state-owned design institute. There is a great deal of question such as being insufficient of fairness and encouragement in the present compensation systems of the Institute, so it is necessary and urgent to set up a new compensation system for attracting ,encouraging talents and promoting the lasting development of the Institute healthily.This thesis is divided into four chapters. The first chapter expounds the background and sense of the research, including the main content and ways of the research. Especially, the thesis studies and sums up the salary theory and management practice in compensation of predecessors, also probes into the advantage or disadvantage of all kinds of salary theory and plans. The second chapter shows the development of The First Industry Design and Research Institute of Hunan and it also looks into and studies the structure of human resource as well as the state of human resource management of the institute, further more, the thesis investigates carefully the satisfaction degree of staffs. After this, the thesis analyses and diagnoses the present situation of the compensation system of the institute. The third chapter gives the goal, guiding principle and thought, and through job analysis, job evaluation and the determination of ability, designs the better salary system based on the position salary theory and ability salary theory for the managers and engineers. The last chapter gives many measures to help take the new system into practice from organization, thoughts, staff training, supervise and control. Of course, the thesis provides the proposals for the human resource management, especially compensation managements of the institute.更多还原