【作者】 王敏；

【导师】 何永贵；

【作者基本信息】 华北电力大学（河北） ， 技术经济及管理， 2004， 硕士

【摘要】 工资分配制度是关系企业员工切身利益的问题,也是人力资源管理的核心部分。随着电力体制改革的深入开展,电力企业旧的工资分配体系已经不能适应现代市场经济体制下企业的发展。本文在现代企业制度的工资理论基础上,以保定热电厂为研究对象,对其现行岗位技能工资制进行分析。针对其中的弊端和产生原因,并结合当前国家对企业工资制度改革的指导意见,提出建立以岗位基本工资、岗位绩效工资为主的岗位工资制,并制定相应的工资调整机制。在具体问题的分析上采用了数理统计与回归分析等知识,深入分析了工资分配体制中存在的问题,定量论述了工资改革的原因。并对新的岗位等级的合理性进行了模糊综合评价,使工资制度建立在科学的岗位设置基础上。本文对国有企业工资制度改革研究和实践具有积极的理论意义和借鉴应用价值。更多还原

【Abstract】 Salary distribution system is the core of human resource management, which also relates to employee’s benefits. With the deeply reforming of electric power system, the old salary distribution system already can’t be adapted to the enterprise’s development. The thesis settles the subject to Baoding Co-generation Power Plant, introduces some salary theories, and analyses current post and ability salary system. By finding defects in the salary distribution system, and combining government’s salary reformation direction, the thesis brings up post salary system and corresponding salary modulating system. By using knowledge about mathematical statistics、regression analysis, the thesis discuss the reason of salary reform. And it use fuzzy evaluation to research the rationality of post ranks, so homologous state-owned enterprises can learn some method from it. Wang min(Technology Economy and Management) Directed by prof. He Yong-gui更多还原