【作者】 刘华；

【导师】 李顺才；

【作者基本信息】 华中科技大学 ， 工商管理， 2010， 硕士

【摘要】 企业利用合理合法、公平有效的薪酬体系来吸引、保留和激励企业员工,对内提升企业的凝聚力,对外提高企业的竞争力,是现代企业发展的必由之路。在经济全球化的背景下,中国的国有企业,特别是国有垄断企业的薪酬管理普遍无法适应现代企业发展的要求。全面加强国企对薪酬管理理论的了解、客观总结企业薪酬管理现状、分析企业薪酬管理自身存在的问题、建立科学的薪酬管理体系,是国有企业人力资源管理工作的当务之急。本文首先详细论述了薪酬的定义、构成、功能,薪酬管理的起源,发展以及目前国内外薪酬管理的研究现状;阐述了薪酬管理中的基本思想和理论,明确了企业如何在种类繁多的选择中挑选适合自己薪酬方案,并具体阐述了一般薪酬体系的设计流程,为在理论上研究十堰供电公司的薪酬方案奠定了基础。其次对十堰供电公司的企业概况、人力资源管理概况以及薪酬管理的基本现状进行了介绍;分析了十堰供电公司薪酬管理工作中存在的问题;并对现行薪酬体系的弊端进行了原因分析。在此基础上,确定了十堰供电公司薪酬优化改革的目标定位、思想和总体方案。最终,通过薪酬满意度调查、岗位评估、薪酬结构设计、岗位工资设计、津贴福利的优化、人岗匹配等步骤,提出了对十堰供电公司的薪酬管理进行优化设计的具体方案以及相关建议;对如何在十堰供电公司推行薪酬改革,提出了需要关注的要点。更多还原

【Abstract】 Enterprises use reasonable and lawful,fair and effective pay system to attract, retain and motivate employees, improve the internal cohesion of the enterprise as long as the external competitiveness of enterprises, is the only way for the modern enterprise in the future. In the context of economic globalization, China’s state-owned enterprises, especially the state-owned monopoly enterprises generally unable to adapt to the modern enterprise development in compensation management. Strengthen the understanding to compensation theory, pay an objective review of enterprise management status, analyze the compensation to manage their own problems, establishing a scientific civil service compensation management system which is modern and consistenting with the actual compensation management thinking, is a urgency stuff in a state-owned enterprise.This article firstly discusses the definition of compensation, and its composition, function, origin, development and how it is studied all around the world all time; it describes the basic compensation management ideas and theories and clarified how companies in a wide range of choices suited to their selection of compensation programs, and provides details on the general salary system design flow. Secondly, the article provides the company’s corporate profile, it’s human resources management, compensation management profiles. On this basis, the paper determine the optimization solution targeting the reform, ideas and the overall program. In the end, it raised the company to optimize the design of the management of specific programs and related recommendation and the implementation of compensation management reform and put forward the main points of concern.更多还原