建筑施工企业管理者薪酬管理

【作者】 张青；

【导师】 谢晋宇；

【作者基本信息】 复旦大学 ， 工商管理， 2010， 硕士

【摘要】 随着企业改革力度的不断增大,企业的组织结构正在向一种新的扁平化组织模式迈进。与之不适应的是企业整体管理水平的相对滞后,尤其是薪酬管理方面。目前国有建筑施工企业的经营管理体制距离现代企业管理模式有较大的差距。年轻的技术和管理干部没有发展空间,对他们缺乏必要的激励,造成项目部的技术骨干流失较多,留下的人员也没有积极性,或消极工作,或寻找其他的就业途径。而人恰恰是企业的首要资源,是企业核心竞争力的源泉,人力资源管理贯穿于管理的所有环节,人的主观能动性和智力的开发对提高劳动生产率和保证工程质量有极大的影响,发挥管理人员的主观能动性是搞好进度、质量和成本管理的前提。因此,企业应该树立全新的薪酬管理理念、运用科学的薪酬管理方法,建立合理的激励机制,使薪酬能够真正成为满足员工需求、留住人才、保持竞争力、构建组织与个人共同体的有效工具。本文采用理论与实际相结合、定量分析与定性分析相结合的研究方法,引用宽带薪酬的设计理念,使用因素计点法作为职务评估工具,根据建筑施工管理的特点(一次性,流动性,工作环境差等),结合市场薪酬状况,对建筑施工企业管理人员的薪酬结构设置存在的问题进行了讨论,进而进一步探索新的薪酬结构的可能性,对完善现行建筑企业的薪酬结构有一定价值。全文共分5个章节。第一章为引言,介绍了论文的研究背景、思路、方法及结构安排,并归纳总结了国内外理论界研究现状。第二章介绍了建筑施工企业薪酬体系的特定背景与特定需求,并阐述了企业现行的几种薪酬制度。第三章对国内外成功建筑施工类企业的薪酬体系设计与实施经验进行总结。第四章是对某国有建筑施工企业项目管理人员的薪酬设计。根据施工项目管理的特点(一次性,流动性,工作环境差等),对新的薪酬制度的实施可能遇到的阻力、风险等进行了预测并提出了相应的对策。第五章为结束语,对该文章进行了简要的概括总结。更多还原

【Abstract】 With the constant progress of the stat-owned enterprise reform, the institutional framework of enterprises is being condensed. It is relative lagging of enterprise’s whole management level with its incompatible one, especially salary management. At present the management mode of the state-owned construction enterprises has great disparity from that of the modern enterprises. The project management only thinks a lot of progress, quality and cost, but the manpower resources management of the project has taken things lightly. Young people of technology and management have not development space, lack essential encouragement, which causes technical backbones of the project to depart, and the personnel left having no enthusiasm, or working passively, or looking for other employment chances. However, people are exactly primary resources of enterprises, are the source of enterprise’s key competitiveness, manpower resources management is involved in all aspects of the project management, people’s subjective initiative and development of the intelligence have great influence on raising labor productivity and guaranteeing quality, the subjective initiative of the administrative staff of the project to operate is the precondition to deal well with the project progress, the project quality and cost management. Hence, enterprises should establish the new conception of salary management, use the scientific salary management procedure, set up rational incentive mechanism, enable the salary to really become the effective tool to meet the demands of staff, retain staff, keep the competitiveness, construct the community of the individual and organization.This article uses the theory and actual unifies the research technique which, the quantitative analysis and the qualitative analysis unify. The use fact or counts a law to take the post appraisal tool, according to constructs the project management characteristic (disposable, fluidity, working conditions are inferior), unifies the market salary condition, further explores to the construction enterprise project administrative personnel’s salary structure establishment, consummates the present salary structure.更多还原