搜索
华中科技大学硕士学位论文S公司薪酬体系设计姓名：王超锋申请学位级别：硕士专业：工商管理指导教师：廖建桥20060426ISSSSIIAbstractHumanresourcesmanagementisacoreofenterprise'smodernizedmanagement,andthesalarysystemraisesbenefitofmanagingforoptimizingtheresourcedistributionofhumanresources.Thenewmechanismthatsetsupopen,floatingcompetitioncooperatingandstrengthentechnologicalinnovationability.InScompany,thelarge-scalestate-ownedenterprise,enterprisestaffespeciallykeystaffshaverelativelygreatflowability,andstaff'sworkingsatisfactionisrelativelylow.Howthiscontradictionsolvestheoperatorwhohasbeenperplexingthecompanyallthetime.AnalyzethecurrentsalarysystemofSCompanyonthefoundationthatthistextanalyzesinthetheory,andfindoutthesubjectproblemexistingamongthem.Thispaperusesmodernsalarytheoryandmethod,insistsonstrategic,fairness,competitiveness,encouragesandeconomicprinciple,undercurrentinstitutionalframework,carryonworkinganalysisandappraisalofposttothestaffofSCompany,andputforwardasetofnewsalaryschemes.Operatingworker,generaladministrativestaff,productionassistant,technicalstaffandenterprise'stopmanagementteamtakedifferentsalarywaystothefirstline,withstillmorepointedground,science,rationalencouragementstaff.Therewillbesomedifficultytoo.Itisthebasicrequirementthatthecompanyimplementsthemanagementsystemofthesalarytoupgradethemanagementidea.Thechangeorganizedmaybringcertainresistanceinimplementingthenewsalarymanagementsystem.Itisveryhardforthecompanytoimplementtheelementtaskofthemanagementsystemofthesalary.ThecaseofSCompany,adjustingofthesalaryscheme,realizingtheorganicintegrationofsalaryandperformancehasacertainreferencefromthemeaningtoothercounterpartsorenterprise-likesalarymanagement.KeyWords:PaymentsystemPaymentanalyzePaymentsystemdesign111.1[1]SS1.22[2]1978WTO3[3]1.32090[4]2~312[5]41985[6]1.4S1)2)3)54)62S2.1S2.1.1SSSJSJSSSJ1999SJ2001SSJ32%SJ32%36%SJS2.1.2S2-1.72-1S22618035541494431191412865S5034404969303963306066%57%2.2S2.2.1S8SJSS2.2.212-1S2-1S1130,000280,000365,000445,000550,0002005905000010000015000020000025000012345S2-22-12-2S21.7×/×K+K3S80%~85%7~20102.3SSS2.3.1S2.3.2S2000SJ2000SS112.3.3SSS2.3.42.3.580%~85%12——2.3.6SS133SSSSSSS3.1S3.1.114[7]3.1.2[7]3.1.315[8][9]3.2S3.2.1S3.2.2163SS3.2.33.2.43.2.5S60%~70%8%~10%[10]173.3S;3.4S[11]183-1[12]1234“”19[13]3.5S3.5.1[14]S122263[15]203.5.2S12׃׃׃=0.5׃1׃1׃1.53S3-143-2123456521S678910S3.6S223.6.1S=++++3.13-340%20%30%5%5%S12235SS3.6.2=+++3.23-460%30%5%5%243.6.3SS=++++3.33-560%20%10%5%5%3-62.521.81.51.2110.80.63.43.5253.6.4S20901996123-5345[16]S1+++24[17]S26S274S4.1S4.1.1S1282[44]34295S4.1.212330S4SSS4.24.2.1S4.2.2S314.2.3S10050950201004.2.432S33534MBA200642035[1]..,2003[2]..,2002[3]..,2001[4]T,M..,2002[5]..,2002[6],..,2004[7]P..,1997[8]..,2003[9]..,1999[10]..,2000[11],..,1997[12]..,2002[13]..,2003,(2)[14],..,1997[15]..,1998[16]..,1995[17].—.,1999[18]..,2003[19]..,2000[20]..,1998[21]..,1996[22]..,199936[23]..,1996[24]..,1999[25],..,1999[26],,.—.,1999[27]..,1996[28]..,2001[29],...1999,(3)[30],..,2002,(1)[31]...2001,(5)[32]..,2002,(1)[33],..,2002[34][]RM...,1999[35]...2001,(3)[36],...2001,(3)[37]...2002,(3)[38],..,2003,(3)[39]..,2001,(3)[40]..,2002,(12)[41]..,2002,(1)[42]..,2003,(2)[43]R.A.Noël.J.R.Hollenbeck,B.Gerhardt.Humanresourcemanagementgaininga37competitiveadvantage.Thirdedition.NewYork:McGraw-Hill,2000[44]J.Robert.PMRtechnologynewsbriefs.PayrollManager'sReport,2003,3(10)[45]LackwellEncyclopedic.Skill-basedpaydesign.DictionaryofHumanResourceManagement,1997,56(3)[46]SchusterJayR.,Zingheim,PatriciaK.Thenewvariablepay:Keydesignissues.(Coverstory).Compensation&BenefitsReview,1993,25(2)[47]GaryDessertHumanResourceManagement,PrenticeHall.2000,1:289~304[48]OrlandoBelling,ChesterSchriesheim.OrganizationalBehavior.Allan&Bacon,1976:[49]DavidJ.Cherrington:TheManagementofHumanResource.Forthedition.PrenticeHallInternational,Inc.1995[50]GeorgeT.Milkovich,JohnW.Boudreau:HumanResourceManagement.Sixthedition.RichardD.Irwin,Inc.1991[51]Gilley,K.Matthew.Humanresourceoutsourcingandorganizationalperformanceinmanufacturingfirms.JournalofBusinessResearch.2003[52]MARCIAP.Micelle,RobertL.HeinemannContextualdeterminantsofvariablepayplandesignaproposedresearchframework.Humanresearchframework.HumanResourceManagement2001,(10)[53]Mao.Hsiao-Yen.Voluntaryemployerchangesandsalaryattainmentofmanagers.InternationalJournalofHumanResourceManagement,2004,15.(1)[54]Robot.SkillsPayRates.ComputerFinance,2002,18,(1)[55]B.R.Bill.Whatmarketingandsalesjobspay?AdvertisingAge'sBusinessMarketing,1998,(4)[56]EdwardE.Lawler.ResearchDirections.HumanResourceManagementReview,.2000,(1)S公司薪酬体系设计作者：王超锋学位授予单位：华中科技大学相似文献(10条)1.学位论文濮雪镭基于技能与能力的薪酬设计研究2006薪酬管理一直是人力资源管理的重要内容。随着时代的发展，企业人力资源管理模式正发生着深刻的变化，企业薪酬管理必须做出相应的调整才能适应这种变化。在知识经济时代，企业面临着日益激烈的全球竞争和复杂多变的经营环境。为了在全球竞争中获取竞争优势，越来越多的知识型企业期望通过激发人力资源的潜力，不断提高员工的技能与能力，加强企业核心竞争力，从而在市场竞争中立于不败之地。为了适应复杂多变的经营环境，企业纷纷打破金字塔式的组织结构，转而采用扁平化、网络化的组织结构。组织结构的改变减少了员工职位晋升的机会，如果组织继续沿用原有的基于职位的薪酬体系则很难激励员工不断学习，提高自己的技能和能力，也无法获取和保留知识型员工。为了适应未来的竞争，企业的人力资源管理的重心正由关注工作转向关注能力，而传统的职位薪酬体系和绩效薪酬体系已经不能满足企业人力资源管理的需要。在这样的背景下，基于技能与能力的薪酬体系应运而生，它弥补了传统薪酬体系的不足，正成为许多知识型组织采用的薪酬方案。本文在总结归纳