XG公司员工薪酬体系优化研究

【作者】 张玉；

【导师】 周蕾蕾；

【作者基本信息】 贵州大学 ， 工商管理（专业学位）， 2021， 硕士

【摘要】 在经济全球化趋势日益加剧的当下,企业之间的竞争力很大程度取决于人力资源管理的强弱。对于企业而言在探索方法科学、行之有效、效果持久的人力资源管理方法尤为重要。薪酬作为人力资源管理六大模块中必不可少的一部分,在企业中起到激发员工工作的积极性、创造性、留住核心人才,稳定企业发展中的作用至关重要。薪酬体系设计的科学性、合理性、适应性,一方面可以吸引优秀人才加入,增加员工的忠诚度、稳定性;另一方面对于企业而言能够在一定程度上提高市场竞争力。XG公司作为上海市一家从事外贸互联网营销行业的民营企业,一方面面临着外贸行业收紧的国际环境,另一方面行业内新产品更新迭代迅猛,行业竞争日益加剧面对这种局面,吸引市场上优秀人才、留住核心人才以及培养有潜力人才都是公司发展的当务之急,XG公司通过梳理公司发展现状,客观地分析公司在薪酬方面存在问题和不足,力求通过优化薪酬体系的方式来激励员工,以达到促进公司良性发展的目的。本文对XG公司进行研究,梳理XG公司的组织架构和人力资源现状,借助问卷调查和员工访谈的方法,得出XG公司的薪酬现状并分析XG公司薪酬体系中存在的问题及原因,主要有薪酬体系完整性缺失,不具系统性;薪酬分配不合理,存在不公平现象;岗位及岗级不明确,缺乏晋升机制;薪酬水平低,缺乏市场竞争力;缺乏完善的绩效考核体系等。通过问题分析原因,主要是薪酬体系调整不及时、对薪酬体系关注度不足、没有关注员工的职业发展、管理方式方法落后、薪酬体系设计缺乏有效沟通等。依据XG公司薪酬体系存在的问题和原因,提出了XG公司薪酬体系优化的总体设计,首先明确优化的总体思路、设计目标和原则;然后进行岗位分析、评价与岗位归级,并制定了XG公司所有岗位说明书;其次进行薪酬调查和定位,确定XG公司的薪酬范围;最后考虑经济性因素和非经济性因素,对关键岗位薪酬进行了补充优化,进一步达到精准优化的目标。通过思想建设保障、机制制度保障、绩效考核保障、沟通机制保障这四项保障措施来确保薪酬体系优化的顺利开展和实施。本文通过对XG公司薪酬体系的分析,运用薪酬体系相关理论对薪酬体系进行了优化设计,进而能增强员工主动性和创造性,留住和吸引人才,使公司核心竞争力不断攀升,也有助于推动我国外贸网络营销行业薪酬体系建设的不断发展。更多还原

【Abstract】 At present,the trend of economic globalization is increasingly intensified,the competitiveness of enterprises depends on the strength of human resource management to a great extent.It is particularly important for enterprises to explore scientific,effective and lasting HRM methods.As an indispensable part of the six modules of human resource management,compensation plays a vital role in motivating employees’ enthusiasm and creativity,retaining core talents and stabilizing the development of enterprises.The design of the compensation system is scientific,reasonable and adaptable.On the one hand,it can attract excellent talents to join and increase the loyalty and stability of employees.On the other hand,for enterprises,it can improve their market competitiveness to some extent.XG company to be engaged in the Internet marketing industry of foreign trade of private enterprises in Shanghai,on the one hand tightening international environment facing the foreign trade industry,on the other hand the industry rapidly,new product updates iteration the intensifying competition in the industry in the face of such situation,attract talents market,retain core talents and training has the potential to talents are urgent for the development of the company,By sorting out the current development situation of the company,XG Company objectively analyzes the problems and deficiencies in the compensation aspect of the company,and strives to motivate employees by optimizing the compensation system,so as to achieve the purpose of promoting the healthy development of the company.This paper makes a study of XG Company,combs its organizational structure and human resources status quo,and by means of questionnaire survey and employee interview,obtains the current compensation status of XG Company and analyzes the existing problems and causes in the compensation system of XG Company.The main problems are the lack of integrity in the compensation system and the lack of systematization.The distribution of salary is unreasonable and unfair.The post and post level is not clear,lack of promotion mechanism;Low salary level,lack of market competitiveness;Lack of perfect performance appraisal system.Through the analysis of the problems,the main reasons are not timely adjustment of the salary system,insufficient attention to the salary system,no attention to the career development of employees,backward management methods,lack of effective communication in the design of the salary system,etc.According to the existing problems and reasons of the compensation system of XG Company,the overall design of the optimization of the compensation system of XG Company is proposed.Firstly,the overall thinking,design objectives and principles of the optimization are defined.Then,post analysis,evaluation and post classification were carried out,and all post descriptions of XG Company were formulated.Secondly,conduct salary survey and positioning to determine the salary range of XG Company;Finally,considering economic factors and non-economic factors,the compensation of key positions was supplemented and optimized to further achieve the goal of accurate optimization.The smooth development and implementation of the compensation system optimization can be ensured through the four safeguard measures of ideological construction,mechanism and system,performance appraisal and communication mechanism.In this article,through the analysis of XG company compensation system,using the relevant theory of the compensation system to the optimization design was carried out on the compensation system,which can enhance employees’ initiative and creativity,retain and attract talent,make the company core competitiveness is rising,also helps to promote China’s foreign trade development of pay system construction of the network marketing industry.更多还原