【作者】 王波；

【导师】 胡继连；

【作者基本信息】 山东农业大学 ， 农业推广， 2010， 硕士

【摘要】 传统计划经济体制下,农村信用社薪酬管理只注重职务级别和资历,在薪酬设计上强调严格的等级和规章制度,以及资历的深浅、职称的高低,同时又严格坚持内部均衡——工资水平差距较小、提供同等的奖金和奖励。也就是说,农村信用社在薪酬设计时,只是形式上满足员工的生存需求,只为达到形式上的公平和平等,实质上却存在着极大不公平。日照农村信用社目前正在探讨进行新一轮的薪酬管理体制改革,拟将以岗位为核心的薪酬理念引入管理体系,本文就是在此背景之下,将当前理论界岗位工资研究、岗位评价研究进行了总结,并就如何通过科学、合理的手段与方法将岗位评价与岗位工资制度引入现实日照农村信用社薪酬管理改革提出了相关建议,试图能够系统的为当前日照农村信用社岗位工资设计问题提供相关参考。市场经济体制建立以来,信用社的薪酬管理就内容、模式、设计方法等方面都获得了很大的改进。其中岗位导向的薪酬制度与以行政级别和资历导向的薪酬制度相比,是很大进步。在此种以岗位为核心的薪酬理念导向下,如何通过科学、合理的手段与方法建立岗位工资等级制度就成为重点需要关注的问题。本文试图通过对建立岗位工资等级制度的基础性工作——岗位评价的方法、模型及实际操作流程的介绍,并通过构建岗位工资等级制度方案评价,介绍如何对岗位工资方案进行评价、选择,系统解决岗位工资、绩效工资设计问题。岗位工资制度设计是薪酬管理的核心环节,合理设计岗位工资对于建立系统科学的薪酬管理体系,保证薪酬制度的内部公平,实现员工与农村信用社的双赢有着重要的意义。本文在介绍建立岗位工资等级制度的常用方法——岗位评价相关理论的基础上,从实际操作的角度构建了岗位工资制度设计模型及方法。农村信用社只是把考核结果作为决定员工的薪酬、奖金和升迁或降职的依据,而没有认识到绩效管理的真正目的所在。绩效管理是为了达成组织的目标,通过持续开放的沟通过程,形成组织目标所预期的利益和产出,并推动农村信用社和个人做出有利于目标达成的行为。目前农村信用社中过多强调考核的结果,给员工带来很强的不安全感,以至于造成很大的抵触情绪,却忽视绩效管理的沟通性和推动性,没有达到向农村信用社员工传达企业价值观、开发员工潜在能力、使农村信用社和员工双赢的目的。本文基于信用社目前的管理现状,结合先进的绩效管理理念,提出适合信用社的岗位管理模式,聚合信用社的各种管理资源,利用考核体系使信用社的经营目标得以落实,使得信用社业绩不断的提高,实现共同发展。更多还原

【Abstract】 Under the traditional planned economic system, rural credit cooperatives pay administration to focus only on job level and seniority, salaries designed to emphasize a strict hierarchy and rules and regulations, as well as the depth of qualifications, title of the high and low, while strictly adhere to internal equilibrium - the wage level the smaller the gap, providing the same bonuses and incentives. That is, enterprises pay design, a mere formality to meet staff’s needs for survival, only to achieve a fair and equal in form, in essence, there are still a great injustice.Rizhao rural credit cooperatives are currently exploring a new round of salary management system, it is proposed to post the core concept of the introduction of salary management system, this article is in this context, the current theoretical circles post wage studies, job evaluation studies are reviewed, and on how scientific and rational means and methods of job evaluation and job will be to introduce wage system pay the real sunshine of management reform of rural credit cooperatives with recommendations to try to the system for the current design of sunshine wages of rural credit cooperatives post to provide relevant information.Market economy inception credit union in pay administration on the content, models, design methods, etc. have achieved a significant improvement. One job-oriented remuneration system and the administrative level and seniority-oriented pay system when compared to great progress.In order to pay the core concept of post Under the guidance of how scientific and rational means and methods to establish post wage hierarchy has become the focus of concern. This paper attempts to wage jobs through the establishment hierarchy of the basic work - job evaluation methods, models and actual operation process of the presentation, and by constructing post wage hierarchy evaluation model describes how the program wage job evaluation, selection, system solve the job wages, performance-based pay design problems.Posts wage system design is the core part of compensation management, rational design of systems science jobs pay the salaries for the establishment of the management system to ensure internal equity pay systems, employees and enterprises to achieve win-win situation has important significance. This paper describes the establishment of post wage hierarchy of common methods - job evaluation on the basis of relevant theories, from the practical point of view to build a post wage system design models and methods.Credit Union decided to just examination results as staff salaries, bonuses and promotion or demotion based on, but did not realize where the real purpose of performance management. Performance management is in order to achieve organizational goals, through continuous open communication process, the formation of the expected benefits of the organizational objectives and outputs, and to promote businesses and individuals to make behavior conducive to achievement of the goals. Currently too much emphasis on credit unions in the performance appraisal results to employees to bring a strong sense of insecurity, so that caused great resentment, ignoring the performance management, communication and promotion of nature, does not meet the credit staff to convey corporate values, developing employee potential ability to enable enterprises and employees win-win.Based on the current management status of credit unions, combined with the advanced performance management philosophy, credit unions will put forward appropriate position management model, a variety of aggregate credit management resources, the use of credit evaluation system so that the operation can be realized, making credit performance of continuously improve and achieve common development..更多还原