【作者】 张娟；

【导师】 张震宇；

【作者基本信息】 西南交通大学 ， 工商管理（专业学位）， 2013， 硕士

【摘要】 在现代企业市场化发展到今天,人才问题是任何一个企业面临的最重要的问题之一。而人才与企业的薪酬制度紧密相关,传统薪酬体制中,薪酬与一个人在企业中的职位层级相匹配,薪酬的高低由职位的高低所决定,已经不适应企业的发展。因此建立合理的薪酬提下是现代勘察设计企业改革进程中的关键环节和全面提升企业核心竞争力的突破口。根据勘察行业的行业特征,在勘察行业中实施基于能力的薪酬体系能够引导员工重视能力与个人技术的提高,促进参与型与学习型企业文化的形成,使员工能清楚理解企业的使命。公司创造价值的和心境经理就是人才,通过将员工的绩效与薪酬挂钩的方式能有效的吸引、激励、保留核心人才,并不断开发员工的潜力。本论文以E公司作为研究对象,根据E公司现行薪酬体制的问题,提出其实施基于能力的薪酬体系的必要性和紧迫性,为其设计出新的薪酬体系。本文第一部分,介绍薪酬的概念本质、薪酬理论的发展、研究背景、研究的内容和方法等。第二部分对薪酬体系中知识型员工、激励、能力、能力薪酬、能力素质模型等先关概念进行阐述。第三部分通过对勘察设计行业传统薪酬体系的研究发现其不足之处,分析勘察设计行业建立基于能力的薪酬的可行性和必要性,以及设计步骤等。第四部分,介绍E公司的企业文化、人员构成、组织机构和管理基础四个方面以及人力资源管理现状和薪酬结构,分析E公司在薪酬方面存在的问题,并分析问题存在的原因。第五部分对E公司核心能力的论证建立员工能力模型、进行能力评价并确定能力等级后构建基于能力的薪酬体系,并提出具体实施中应该注意的问题。在通过这一系列的研究,建立一套适合该勘察行业特点的、卓有成效的薪酬体系。通过这一薪酬体系的实施,将员工利益和企业利益有机的结合起来,对解决勘察设计企业人员流失、内部不公平及与企业战略发展的匹配等问题具有现实研究意义,对提升勘察设计企业的核心竞争力也有着直接意义。更多还原

【Abstract】 Market-oriented modern enterprise development today, the problem of talent is one of the most important issues facing any business. Talent and enterprises pay system is closely related to the traditional pay system, remuneration million net with a post in the enterprise level to match the level of wages rank, no longer meet the development of enterprises. Establish a reasonable remuneration provided a key link in the modern survey and design enterprises in the reform process and to enhance the core competitiveness of enterprises breakthrough.According to the survey industry, industry characteristics, the implementation of competency-based pay system to guide staff to appreciate the improvement of ability and personal technology promote participatory learning formation of corporate culture, employee performance based remuneration, the survey industry to attract, motivate and retain key personnel, the potential of the employees continue to be developed. This thesis as the research object E, E remuneration system problems in depth, E pay status and remuneration strategy of the implementation of the necessity and urgency of the competency-based pay system, to design new remuneration system.The first part of this paper describes the nature of the concept of remuneration, the remuneration of the development of theory, research background, research content and methods. The second part of the first off the concept of the compensation system knowledge workers, motivation, ability, ability to pay, ability and quality model to elaborate. The third part of the traditional pay system of survey and design industry found its shortcomings, the analysis of survey and design industry to establish the feasibility and necessity of the ability to pay. as well as design steps. The fourth part introduces E’s corporate culture, personnel, organization and management base four aspects as well as human resource management status and salary structure, analysis of E’s existing problems with regard to remuneration and analyze the reason for the existence of the problem. Part V the E core competencies argument to build staff capacity model, the ability to evaluate and determine the capability levels build competency-based salary system, and put forward specific implementation issues that need attention.Through this series of studies, the establishment of a set of industry characteristics of the survey, and effective compensation system. Through the implementation of the pay system, it is desirable to be able to better stimulate their combat effectiveness, organic combination of the interests of employees and business interests, the loss of corporate officers to solve the survey and design, internal unfair and match with the corporate strategy development issues real significance, but also to enhance the core competitiveness of the survey and design enterprises has a direct sense.更多还原