【作者】 梁爽；

【导师】 冉斌；

【作者基本信息】 吉林大学 ， 工商管理硕士（专业学位）， 2020， 硕士

【摘要】 随着社会的发展与科技开发程度的不断加深,我们已进入知识经济的时代,主要是经济创造的主体发生了巨大变化,从简单的、重复的体力劳动者,快速的转向高技术、新技术的知识掌握者,公司的核心竞争力从机器、设备转向了人的知识与智慧,市场竞争集中在人才的竞争,这对企业的人力资源管理提来说是机遇也是挑战。因为留住人才就是留住了公司的竞争力,而失去了人才就是失去了公司的未来。可见,在科技、经济快速发展的今天,人才之战已经打响。设计工程师是工业设计公司重要的人才,是公司的核心竞争力,是公司战略实现的重要保障。星火公司是历史悠久的工业设计公司,拥有国企背景,曾为国家的工业现代化建设做出了很大贡献,曾经在行业内非常具有权威性。但随着市场发展、科技进步、改革开放逐渐深化、经济全球化逐步成熟,工业设计行业在不断发展、壮大,同规模及技术能力的竞争对手不断涌现。而由于星火公司在过去的年度里,根据母公司的战略部署,工作重心完全偏向在母公司内部市场,设计工程师薪酬体系与外部市场脱节,同时缺乏激励性,导致人才流失严重,一方面造成了公司实力的减弱,另一方面也造成了核心技术的外流,大大削弱了星火公司的竞争力。为了改善星火公司的目前人才外流的情况,必须对薪酬管理体系进行全面、系统地梳理、改进。本文以星火公司设计工程师为对象,结合星火公司的行业特点及公司制度开展研究,以问卷调查的方式,对设计工程师薪酬满意度展开调查,暴露了星火公司在薪酬管理中存在的问题,例如,薪酬水平的市场竞争力差、薪酬分配平均主义严重、薪酬的评定对能力的考虑较少、薪酬的调整频率及幅度低导致激励性差等,从人力资源战略、对薪酬的认识及薪酬制度的建立健全等方面进行了深入的要因分析,利用马斯洛需求理论、双因素理论等薪酬管理等专业理论知识,并结合相关中外专家的研究及理论成果,针对上述问题,对薪酬管理方案进行改进设计,并制定保障措施,提升薪酬的竞争性、公平性,加强激励性。通过本文对星火公司薪酬方案的改进设计,重构薪酬管理体系,增加星火公司留住人才、吸引人才、激励人才的能力,旨为星火公司挽回设计人才及核心力量,同时高度提升设计工程师的工作积极性,为公司的长远发展发挥积极作用。另外,本文所体现的一些观点理念与方式方法,也能为其他同类企业、人员的薪酬管理提供借鉴与启发。更多还原

【Abstract】 With the development of society and the deepening of the development of science and technology,we have entered the era of knowledge economy.The main body of economic creation has changed dramatically,from simple and repetitive manual workers to high-tech and new technology knowledge masters.The core competitiveness of the company has changed from machines and equipment to human knowledge and wisdom.Market competition is concentrated in The competition of talents is an opportunity as well as a challenge for the human resource management of enterprises.Because retaining talents is to retain the competitiveness of the company,and losing talents is to lose the future of the company.It can be seen that in today’s rapid development of science,technology and economy,the war of talents has begun.Design engineer is an important talent of industrial design company,the core competitiveness of the company,and an important guarantee for the realization of the company’s strategy.Xinghuo company is an industrial design company with a long history.It has the background of state-owned enterprises,has made great contributions to the country’s industrial modernization,and has been very authoritative in the industry.However,with the development of the market,the progress of science and technology,the deepening of reform and opening up,and the gradual maturity of economic globalization,the industrial design industry is constantly developing and growing,and the competitors of the same scale and technical ability are constantly emerging.In the past year,according to the strategic deployment of the parent company,the focus of work of spark company is totally in the internal market of the parent company.The salary system of design engineers is out of line with the external market.At the same time,the lack of incentive leads to serious brain drain.On the one hand,it causes the weakening of the company’s strength,on the other hand,it also causes the outflow of core technology,which greatly weakens spark company Competitiveness.In order to improve the current brain drain situation of spark company,it is necessary to sort out and improve the salary management system comprehensively and systematically.This paper takes the design engineer of spark company as the object,combines the industry characteristics and company system of spark company to carry out research,and surveys the satisfaction of design engineer’s salary by means of questionnaire survey.It exposes the problems existing in the salary management of spark company,such as the poor market competitiveness of salary level,the serious equalitarianism of salary distribution,and the ability of salary evaluation Considering less,the adjustment frequency and range of salary are low,leading to poor incentive,etc.,this paper makes an in-depth cause analysis from the aspects of human resource strategy,the understanding of salary and the establishment and improvement of salary system,using professional theoretical knowledge of salary management such as Maslow’s demand theory and two factor theory,and combining with the research and theoretical achievements of relevant experts at home and abroad,aiming at the above problems,this paper makes an in-depth analysis of human resource strategy,the understanding of salary and the establishment and improvement of salary system The salary management plan should be improved and designed,and safeguard measures should be formulated to improve the competitiveness,fairness and incentive of the salary.Through the improvement design of the salary plan of spark company,the salary management system is reconstructed,and the ability of keeping,attracting and motivating talents is increased.The purpose of this paper is to recover the design talents and core strength for spark company,and to improve the work polarity of design engineers,so as to play a positive role in the long-term development of the company.In addition,some ideas and methods embodied in this paper can also provide reference and inspiration for other similar enterprises and personnel salary management.更多还原