【作者】 刘晓红；

【导师】 高蕾；

【作者基本信息】 河北大学 ， 工商管理（专业学位）， 2019， 硕士

【摘要】 随着人力资源管理在企业管理中所扮演的角色日益重要,越来越多的企业意识到人才在企业市场竞争中的重要作用,如何选择人才、留住人才、激励人才并培养其忠诚、敬业、高绩效的工作态度是企业首要考虑的问题。在这一探讨过程中,良好的薪酬制度在解决上述问题时发挥了重要作用。有竞争力的薪酬能够吸引优秀的人才加入公司,而进入公司后良好的工作环境、先进的企业文化、完善的薪酬福利制度能够在很大程度上吸引人才、留住人才、激励人才,可以说薪酬福利管理在人力资源管理中占据了核心地位。本文以M公司为研究对象,阐述了选题的目的和意义,国内外研究现状,确定论文的研究思路;通过介绍全面薪酬的理论,为本次论文的撰写提供理论支持;通过对M公司整体情况尤其是薪酬体系现状介绍,分析其目前薪酬体系存在的问题,进而提出构建全面薪酬体系的方案及保障措施。文中讲述了全面薪酬理论的相关知识,主要是以美国全面薪酬协会的全面薪酬理论及模型为原型,涉及六个维度:薪酬、福利、工作与生活的有效平衡、认可、绩效管理、人才开发。文中介绍了M公司的人力资源管理现状,重点介绍薪酬体系现状,尤其是薪酬体系面临的主要问题:工资水平偏低,缺少外部竞争力;岗位评价不到位,基本工资缺乏公平性;考核机制不健全,绩效薪酬激励性不足;员工对薪酬整体满意度低。在这种情况下,通过对M公司经营战略分析,根据美国全面薪酬协会的全面薪酬模型建立M公司的全面薪酬模型,并在此基础上进行M公司全面薪酬体系的设计,包括货币性薪酬、弹性福利计划等经济性薪酬,也包括绩效管理、员工认可计划、建立有效的人才开发与晋升机制、使工作与生活的有效平衡等非经济性的薪酬。薪酬体系改革涉及全员及公司整体利益,因此在实施过程中务必取得公司领导支持、全员理解与认可,并通过完善的制度来保障。期待通过构建全面薪酬体系,能够最大程度调动员工积极性,提高员工的忠诚度、满意度,提升企业良好的社会形象及知名度,实现企业与员工的共赢。更多还原

【Abstract】 With the increasingly important role of human resource management in enterprise management,more and more enterprises are aware of the important role of talent in enterprise market competition.How to attract,retain,motivate and cultivate their loyalty,dedication and high performance work attitude is the first consideration of enterprises.In this process,a good compensation system plays an important role in solving the above problems.Competitive compensation will attract excellent talents to join the company,and good working environment,advanced corporate culture and perfect compensation and benefits system after entering the company could attract,retain and motivate talents to a large extent.It can be said that compensation and benefits management occupies the core position in human resources management.This paper takes M company as the research object,which elaborates the purpose and significance of the topic selection,the current research situation at home and abroad,and determines the research ideas of the paper.The paper provides theoretical support for the writing of this paper by introducing the theory of total rewards,and propose a comprehensive compensation system solution by introducing the overall situation of M company and analyzing the existing problems of its current compensation system.This paper describes the relevant knowledge of the total rewards theory,mainly based on the total rewards theory and the model of American Total Rewards Association,involving six dimensions: compensation,benefits,effective balance between work and life,recognition,performance management and talent development.This paper introduces the current situation of human resources management in M company,focusing on the current situation of compensation system,especially the main problems: low salary level,lack of external competitiveness;inadequate job evaluation,lack of fairness in basic wages;imperfect evaluation mechanism,inadequate performance incentive compensation incentive;low overall satisfaction of employees with salary.In this case,through the analysis of M company’s operation strategy,the total rewards model of M company is established based on the total rewards model of American Total Rewards Association.On this basis,the total rewards system of M company is designed,including the monetary compensation,flexible benefits plan and other non-economic compensation,such as performance management,employee recognition plan,effective talent development mechanism,effective balance between work and life.The reform of compensation system involves the interests of all employees and the company.Therefore,in the process of implementation,it is necessary to obtain the support of the company’s leadership,the understanding and recognition of all employees,and the security of thorough institution.It is expected that through the construction of a total rewards system,the enthusiasm of employees could be motivated to the greatest extent,the loyalty and satisfaction of employees could be improved,the good social image and visibility of enterprises could be enhanced,and the win-win situation between enterprises and employees could be realized.更多还原