【作者】 郭涛；

【导师】 聂鸣；

【作者基本信息】 华中科技大学 ， 工商管理， 2010， 硕士

【摘要】 我国GDP增速是全球最快的,而这些年房地产的增长速度的远高于历史同期的GDP的增长速度。以前消费者对住房产品的要求标准相对较低,购买需求被无限放大,加上银行宽松的货币政策进一步推动市场形成供不应求的局面,地方政府税收对房地产及其相关行业的依赖到了非常危险的地步。资本过度流入房地产行业,势必会制约其它行业正常的发展,这对国民经济全面、有序健康的发展是非常不利的。人力资源管理是企业管理的重要组成部分,而薪酬管理是企业人力资源管理的核心,可见薪酬管理对企业管理的深远意义。随着国外管理思想的进入也开始改变国内学术界和企业界对人力资源的理解和认识,才把企业人力资源管理提到企业战略的高度。薪酬管理作为人力资源管理的核心担负了很多责任,必须结合企业实际建立一套行之有效的人力资源管理体系,发挥薪酬管理对人力资源管理的推动作用。本论文参阅了国内外关于人力资源薪酬管理的大量文献,通过研究薪酬管理的理论知识,认识到薪酬管理对人力资源管理的重要性。本论文在研究薪酬设计的基础上,分析房地产企业薪酬体系的特点,以GT企业为实例进行薪酬体系研究,从薪酬设计的原则、影响薪酬水平的因素等方面阐述了企业人力资源薪酬体系存在的积弊,并进一步提出一些个人见解和看法。希望能对GT企业人力资源管理提供一些帮助,通过完善薪酬管理以推动企业人力资源管理水平,最终提升企业整体管理效率和经营效率;同时,也希望完善的薪酬管理对企业人力队伍的培养和高绩效团队的建设也有积极的意义。更多还原

【Abstract】 The GDP growth rate of China is the highest in the world, and the growth rate of real estate is much more rapidly than the same period’s growth rate of GDP in history. Consumer product criterions that required for housing was relatively low before, purchase requirements were hugely magnified, what’s more, the loose monetary policy of banks has further promoted the market will supply situation, much higher than the world’s average level of around 8%, and the dependence of local government’s tax to the real estate and related industries is really critical. The situation that capital excessive inflow to real estate will restrict the normal development of other industries and it’s vitally harmful to the orderly and healthy development of National Economy.Human resource management is an essential part in managing a enterprise, while compensation management is the central part of Human resource management, from which we can see the profound role of compensation management. In China, human resource management is at its initial stage, when the definition of human resource is vague. And even some enterprises have not established their human resource departments yet, which are substituted by the administrations or financial departments. All of these suggest the big progress we should make to catch up with the modern requirements. Nowadays our attitudes towards human resources are changing by the management ideas from the foreign world, and since then human resource management are considered as a vital strategic factor. In Japan, the head of human resources is the second in command besides the CEO, who plays a role in the strategic level of the enterprise, dealing with the enterprise’s strategic approaches and the significant management decisions. However in China, the human resource department is simply regarded as an agency who deals with the recruitment and the personnel records management. This is evident enough to see the narrow perception of many enterprises in China, and the efforts we need to pay for a big progress in this area. Being in the central part o human resource management, compensation management has significant responsibilities to help establish a feasible system for human resource management.On the basis of reading lots of literatures on pay management in human resource management, this paper studied theoretical knowledge on compensation management and stressed the importance of compensation management in human resource management. Currently, Chinese scholars absorbed the salary system design thought from foreign scholars and the practical experience from corporations, and pay more attentions on reform of the income distribution system and concrete design of compensation types. Therefore, they did not take Chinese national conditions into consideration when they conducted salary system designs, which brings about that those design cannot be operated well in practical corporations management. Based on the study of salary system design, this paper analyzed the features of salary systems of real estate enterprises. Besides, setting GT as an example, this paper studied the salary system, explained the advantages and disadvantages of the human resource payment system from aspects of salary design principles. We hope that this study will help GT Corporation to improve their salary system and human resource management in human resource management level, and finally promote their management efficiency and operational efficiency. Furthermore, we hope that this paper will be beneficial to personnel training and developing high performance team.更多还原