M公司薪酬体系优化与实施对策研究

【作者】 孙正超；

【导师】 孙亚范；

【作者基本信息】 扬州大学 ， 工商管理硕士（MBA）（专业学位）， 2018， 硕士

【摘要】 改革开放以来,中国经济进入了快速增长的阶段,这归功于中国企业的发展,企业发展,管理先行。中国大多数企业管理都经历了从属于蜕变化过程、科学规范化过程、管理精益化过程到管理引领化过程的发展。但是对于大多数的民营企业来言,特别是中国小微民营企业,由于资源、思路、格局等条件的限制,管理促效益的概念一直较为模糊,甚至不为重视。薪酬是企业员工生存的主要来源,也是员工最为关注的问题点之一,薪酬体系设计的合理与否,直接影响着企业员工招聘的成功率、调动员工的工作激情、端正员工的工作态度、提升员工的工作创造力、影响着员工的离职率。亚伯拉罕·马斯洛在《人类激励理论》所提出的需求层次理论中任何一个需求,也均离不开薪酬的影响。薪酬体系作为人力资源研究的核心内容之一,如何制定即符合企业需求又能满足员工意愿的薪酬体系,是企业提高核心竞争力、提升管理水平所需迫切解决的问题。M公司成立于2013年12月,是一家集智能钢筋深加工装备销售和钢筋深加工配送于一体的创新型企业,M公司是中国小微民营企业中的一员,与众多小微民营企业一样,存在着许多管理方面的问题。本文以M公司薪酬体系为研究背景,在研读类似企业薪酬体系管理相关的研究文献下,结合亚当斯公平理论、马斯洛需求理论等相关理论,通过个别访谈法、问卷调查法,并与统计分析相结合的方式进行统计分析,形成具体问题具体分析,做到理论研究与具体实践相结合,查找M公司薪酬体系中所存在的问题。针对M公司薪酬体系中所存在的问题,按照薪酬体系设计相关流程,结合相关理论依据,注先对M公司进行岗位评估、组织架构设计、岗位说明书编制、薪酬体系的优化、确定M公司各层级薪酬标准,并设计符合M公司自身所需的考核体系,并用绩效考核作为辅助薪酬管控手段,通过制度建设和组织建设双管齐下的方式确保薪酬体系得以执行和实施。另外,M公司成立优化小组加强推进、建立沟通机制扩大宣传、完善考核机制加强激励、加大人力资源保障、优化发放流程及时兑现来加强优化后薪酬体系的运行。通过这些措施和方法来优化M公司薪酬体系,为M公司健康有序发展提供有力保障。更多还原

【Abstract】 Since the reform and opening up,China’s economy has entered a stage of rapid growth which is attributed to the development of Chinese enterprises,enterprise development and management.Most of China’s enterprise management has undergone a process of evolution from the process of transformation,the process of scientific standardization and the process of leadership in management.However,for most private enterprises especially small and micro private enterprises in China,the concept of management to promote efficiency has been relatively vague or even neglected because of the limitations of resources,ideas and other conditions.Salary is the main source of enterprise employees’ survival but also one of the most concerned problems of employees.The rationality of salary system design has a direct impact on the success rate of employee recruitment,the enthusiasm of employees,the attitude of employees,the creativity of employees’work and affect the turnover rate of employees.In Abraham Maslow’s theory of hierarchy of needs,that states,"any demand can not be separated from the influence of salary".As the main content of research is concerned,this research focus on how to establish a salary system that can meet the needs of enterprises and the wishes of employees which is an urgent problem for enterprises to improve their core competitiveness and management level.M company was founded in December 2013,is an innovative enterprise which integrates intelligent steel bar deep processing equipment sales and steel bar deep processing distribution.M company is one of the small and micro private enterprises in China.Like many small and micro private enterprises,there are many management problems.This paper takes M company’s salary system as the research background,studies the related research literature of the salary system management of similar enterprises,combines Adams’equity theory,Maslow’s demand theory and other related theories,through individual interviews,questionnaires,and statistical analysis combined with statistical analysis to form specific problems.Specific analysis,do theoretical research and specific practice,find out the problems existing in M company’s salary system.In view of the problems existing in the salary system of M company,according to the relevant process of salary system design and the relevant theoretical basis,first of all,M company carries out job evaluation,organizational structure design,job description preparation,optimization of salary system,determination of salary standards at all levels of M company,and design a test that meets the needs of M company itself.The core system uses performance appraisal as a supplementary means of salary management and control,and ensures the implementation and implementation of the salary system through system construction and organizational construction in a two-pronged way.In addition,M company set up optimization group to strengthen the promotion,establish communication mechanism to expand publicity,improve the assessment mechanism to strengthen incentives,increase human resources security,optimize the payment process and timely cash to strengthen the operation of the optimized salary system.Through these measures and methods to optimize M company’s salary system,to provide a strong guarantee for the healthy and orderly development of M company.更多还原