地市级供电公司薪酬体系的设计

Design on Emolument System of Power Supply Branch Corporation

作者: 专业:工商管理 导师:余顺坤 年度:2011 学位:硕士  院校: 华北电力大学(北京)

Keywords

human resource management, compensation system, structure design

        在以人为本的现代社会,人力资源是企业战略资源的第一重要资源。而制定-个有效的、合适的薪酬制度是人力资源管理过程的一个重要内容。在企业中构建符合公司战略的薪酬体系是一份十分迫切的工作,薪酬体系的研究已经成为企业深入关注的问题。越来越多的企业需要建立一套内部公平,外部竞争的合理合法的薪酬体系,从而达到吸引、留住、激励优秀员工的目的,最终实现企业核心竞争力的提升。本论文首先介绍薪酬的概念,包括薪酬的定义、构成和基本功能,指出薪酬设计的基本理论,并就工资理论、激励理论、现代薪酬理论等给以了阐释,进而指出了薪酬设计的影响因素、基本原则和程序,最后指出了薪酬设计的基本策略,包括薪酬水平策略、薪酬结构策略。本文以某供电公司为例,在介绍该公司概况和原有薪酬体系的基础上,着重对公司薪酬体系进行调查分析,针对原来薪酬体系存在的问题,确定薪酬体系的调整思路,并制定薪酬体系调整方案。方案详细介绍了此次薪酬调整中的工作分析、岗位评估、薪酬层级设计、薪酬结构设计,使公司薪酬体系向科学性和有效性转变,推动了公司管理效率的提升。
    In people-oriented modern society, human resources are the first important resource of enterprise strategy resource. But, working out an effective, right salary payment system is a important content of human resources management process. Structuring the salary payment system according with company strategy in enterprise is a very urgent job; self own goes through salary payment system go into becoming the problem that enterprise shows solicitude for in depth. More and more enterprise needs to build a set of inside fairness, the rational legal salary payment system that the outside competes for, reaches the purpose attracting, asking the excellent employee to stay to live, stimulating thereby, and lifting realizing enterprise core competition ultimately.This thesis will first introduce several concepts of remuneration, including its definition, structure and important functions. The discussions will focus on the basic theories of remuneration design, deeply exploring the salary theory, incentive measures and modern remuneration systems. After that, it will point out the basic principles and procedures of the remuneration design, as well as the factors that may affect that. The last part of this paper is about the basic strategies of remuneration design, including the strategies of remuneration levels and structures.The remuneration system of a company will be used as a research model. Through examining and the company’s former remuneration system, thorough research and analysis is made while targeting the main problems of remuneration systems. From there suggestions can be made to rectify the system as well as a program for improving the system. The program will explain in detail the job analysis and occupation differentiation involved in this rectification, the evaluation of different job positions, the different levels of remuneration in the scheme the evaluation employees’abilities and their positioning the mechanics of the remuneration system and flexible benefits. This creates for the enterprise a scientifically based remuneration structure with effective changes, creating a complete remuneration system that supports and complements its development.
        

地市级供电公司薪酬体系的设计

摘要6-7
Abstract7
第1章 绪论10-15
    1.1 选题背景和研究的意义10-11
        1.1.1 选题的背景10
        1.1.2 研究的意义10-11
    1.2 国内外研究现状分析11-13
        1.2.1 国外研究现状分析11-12
        1.2.2 国内研究现状分析12-13
    1.3 研究内容和目的13-15
        1.3.1 研究内容13
        1.3.2 研究目的13-15
第2章 薪酬体系设计的理论概述15-26
    2.1 薪酬的定义和基本构成15-17
        2.1.1 薪酬的定义15
        2.1.2 薪酬的构成15-16
        2.1.3 薪酬的功能16-17
    2.2 薪酬管理的基本理论17-19
        2.2.1 工资理论17-18
        2.2.2 激励理论18-19
        2.2.3 现代薪酬理论19
    2.3 薪酬设计的原则19-20
    2.4 薪酬设计的程序20-26
第3章 某供电公司薪酬体系现状分析26-35
    3.1 某供电公司基本情况26-27
    3.2 某供电公司组织结构和人员构成27-29
        3.2.1 公司组织结构27-28
        3.2.2 公司人员的构成28-29
    3.3 某供电公司薪酬情况29-32
        3.3.1 公司总体薪酬水平29-30
        3.3.2 公司薪酬体系的构成30-32
    3.4 某供电公司现有薪酬体系的问题分析32-35
        3.4.1 人员构成的问题32-33
        3.4.2 薪酬管理的问题33-35
第4章 某供电公司薪酬体系的优化设计35-46
    4.1 某供电公司薪酬体系的基础性工作35-39
        4.1.1 工作分析35-36
        4.1.2 职位评价36-39
    4.2 某供电公司薪酬结构设计39-41
        4.2.1 薪酬架构选择39
        4.2.2 薪酬的构成设计39-41
    4.3 某供电公司薪酬体系设计41-43
        4.3.1 高层管理人员薪酬设计41-42
        4.3.2 一般管理人员薪酬设计42
        4.3.3 生产技能人员薪酬设计42-43
    4.4 与薪酬体系配套的绩效管理体系43-45
        4.4.1 绩效考核的内容和标准43
        4.4.2 绩效考核的方法和实施43-45
    4.5 小结45-46
第5章 结论与展望46-47
参考文献47-49
攻读硕士学位期间发表的论文及其它成果49-50
致谢50-51
作者简介51
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