【作者】 林锋；

【导师】 王雁飞；

【作者基本信息】 华南理工大学 ， 工商管理（专业学位）， 2013， 硕士

【摘要】 改革开放至今，中国的民营经济得到了迅猛发展。但受历史创业环境和制度因素影响，这时期多数中小型民营企业多采取家族式经营方式，依靠灵活的机制、廉价的劳动力和市场给予的巨大机会，很多企业（企业家）取得了创业成功。但随着企业经营规模不断扩大，民营企业自身固有的管理弊端逐渐显现，其单纯依靠少数“自己人”管理企业，无论从数量上还是素质上都已无法支撑企业的持续发展，人才问题日益凸显，而问题的重点又在于如何构建一种可以吸引、保留、激励企业所需人力资源的合理薪酬管理体系，以解决单纯依靠亲情纽带与科学化管理之间的矛盾。本研究以GP公司作为研究对象，依据薪酬管理理论，通过文献研究法、访谈法、问卷调查法、专家意见咨询法对家族式民营企业GP公司的薪酬管理问题进行研究，剖析其在人力资源管理和薪酬管理中存在的问题和原因。通过研究，发现GP公司薪酬管理主要存在以下问题，管理层现代薪酬管理观念滞后，人力资源管理力量与管理手段薄弱，薪酬结构单一，缺乏有效的绩效考核和激励机制，缺乏员工劳动保护法律意识等。通过对这些问题的分析，本研究认为应该构建一种符合GP公司发展战略的薪酬管理体系，寄此来改善公司薪酬管理落后局面，以求建立企业未来人力资源竞争优势。本研究运用薪酬管理体系科学构建方法，依照构建流程，设计出了满足GP公司阶段发展要求、具有较强操作性且成本合理的薪酬管理体系方案，并提出相应实施对策建议。同时也希望通过本次研究为民营企业在薪酬管理研究方面提供有意的借鉴。更多还原

【Abstract】 Since the opening-up, China’s private economy has grown rapidly. But affected by thebusiness environment and system element, most of SMEs (Small and Medium Enterprises)adopted family-run business model during the period. Some entrepreneurs have succeeded byleveraging on the flexible mechanism, cheap labor and great opportunities given by thebooming market. But with the company scale has gradually enlarged, more and more inherentmanagement mal practices come into view, The old management concept by purely relyingon the minority of owns blood cannot support the enterprise’s sustainable growth in terms ofquantity and quality anymore; talent problem is mounting increasingly. And the focus of theproblem is how to develop a comprehensive compensation management system to attract,retain and motivate people and completely resolve the conflicts of management by family tiesand scientific management.This study is taking GP as the study object, based on compensation management theory,and by taking documental research, interview, questionnaire and expert consulting, etc.approach to investigate the compensation management problems existed in GP and why. As aresult of the study, a few issues were identified, such as management team’s managementconcepts are lagging behind the times; the management power and management tools areweak in Human Resources; compensation structure is too simple; lack of effectiveperformance management and talent retention mechanism; and staff are lack of legalprotection awareness. And by analyzing these problems, this study suggests GP build up acomprehensive compensation management system which fits for GP’s development strategy,with an aim to improve current situation and establish competitive advantages for futureresources. This study has used scientific compensation management construction methods,followed the building process, designed a practical and cost effective compensationmanagement proposal for GP’s future development, and provided implementation solutionsto address possible issues as well. Hopefully this paper can also provide some compensationmanagement insights to other private enterprises.更多还原