【作者】 刘强；

【导师】 魏文斌；

【作者基本信息】 苏州大学 ， 工商管理， 2009， 硕士

【摘要】 我国民营企业特别是处于快速成长期的中小型民营钢铁贸易企业,在某种程度上还是处于“资本原始积累”时期。就现阶段大多数民营钢贸企业的薪酬制度而言,存在很多缺陷与矛盾,如员工的薪酬满意度下降、劳动积极性降低、高素质员工流出而低素质员工充斥企业等等,诸多的矛盾和问题交织在一起,困住了企业的发展步伐。因此要解决该类企业发展的瓶颈问题,薪酬制度的重新设计与构建就具有非常的重要意义。本论文以现代薪酬理论为指导,选择快速成长型民营钢贸企业的典型代表—大经钢铁公司,结合企业的实际情况对其薪酬体系进行了研究分析和优化设计,针对大经钢铁公司薪酬体系中存在的薪酬构成不合理、薪酬水平偏低、缺乏有效的绩效考核、员工薪酬晋升通道单一等问题,提出了针对不对同类型员工设计不同的薪酬体系、薪酬水平市场化、职能部门绩效考核、骨干员工推行“虚拟职位工资制”等设计思路,对我国民营钢贸企业提高薪酬管理水平、实现快速发展目标具有一定的现实意义。更多还原

【Abstract】 In private enterprises in particular is in a fast growing medium-sized private steel trade enterprises, to some extent or in the original capital accumulation period. This stage most of the private steel-trade enterprises pay system is concerned, there are many shortcomings and contradictions, employee’s pay satisfaction dropped, labor enthusiasm reduce, high-quality staff outflow, low-quality staff was riddled with corporate, numerous contradictions and problems together, imprisons the pace of enterprise development. Therefore, to resolve the class to enterprise development bottleneck, redesign of the salary system and building it. This paper to the theory of modern pay as a guide to box, select the fast-growing type of the typical private steel-trade on behalf of the enterprise-large combination via steel company, the actual situation of the enterprise on its remuneration system conducted a study on analysis and optimization, targeted at large via steel company pay system pay constitutes unreasonable, the low salary levels, lack of effective performance appraisal, a single staff promoted channel has raised such issues, directed against the wrong kind staff design different pay system, the remuneration levels of market-oriented and functional departments backbone staff performance appraisal, implementation of“virtual posts wage system design thinking”and so on our private steel-trade enterprises to increase the level of compensation management, implementation and rapid development goals have practical significance.更多还原