人力资源方案设计--薪酬

I摘要21世纪是人才竞争的世纪，拥有高素质的员工成为企业决胜市场的关键。而具有激励性和竞争力的薪酬对于吸收和留住人才、并发挥员工积极性具有重要的意义。薪酬体系设计会关系到每位员工的切身利益，直接影响着员工工作的积极性和稳定性。本文通过介绍华夏银行广州大道支行（简称华夏支行）的薪酬现状,深入分析薪酬体系目前存在的问题并剖析其问题出现的原因，进而建立起基于岗位分析与绩效量化考核的全新薪酬体系，做到合理地定岗定薪与合理地拉开员工之间的薪酬差异，从而充分发挥薪酬积极的作用，激励人才、吸收人才和留住人才。本文主要分为四个部分。第一部分是绪论，介绍薪酬体系设计的研究背景及目的、研究方法和国内外企业运用薪酬体系的实践经验。第二部分是进行华夏银行支行的薪酬管理现状分析。第三部分探讨现有薪酬体制存在的问题及其原因。第四部分则是针对支行现有薪酬体系存在的问题，进行薪酬体系的改进设计。薪酬体系设计是动态变化，它会受到方方面面因素的影响，如受到经济环境、企业发展战略、员工自身等因素的影响，没有完美的模式。因此，当市场薪酬水平和薪酬结构发生变化时，企业也要根据其发展战略对薪酬水平和结构做出相应的改变。本文的研究是力图真正解决该企业薪酬管理中存在的问题，节约人力成本、激励员工，促使员工改进工作，吸引企业需要的人才，留住核心人才，从而在人才竞争中保持优势。关键词：薪酬体系，激励，改革方案，薪酬设计IIABSTRACTThetwenty-firstCenturyisthecenturythatthetalentcompetes,withhigh-qualitystafftobecometheenterprisemarketsuccesskey.Andtheincentiveandcompetitivesalaryisveryimportantforabsorbing,retainingtalent,andplaytheenthusiasmofthestaff.Compensationsystemdesignwillberelatedtothevitalinterestsofeveryemployee,directlyaffecttheemployee'senthusiasmandstability.ThispaperMainlyintroducestheHuaxiaBankGuangzhouBranchRoad(referredtoasHuaxiabranchbank)compensationstatus,deeplyanalyzethesalarysystemexistingproblemsandthereasons,andinordertobuildthenewsalarysystemwhichbasesonjobanalysisandperformanceappraisalofsalary,meanwhilemakeitreasonablegivepostsalaryandpullopendifferencebetweenemployeecompensationdifferences,therebygivefullplaytothepositiveroleofabsorbingtalent,retainingtalentandencouragingtalents.Thispaperismainlydividedintofourparts.Thefirstpartintroducesthedesignofcompensationsystemabouttheresearchbackgroundandpurpose,researchmethods,domesticandforeignenterprisesforusingthecompensationsystemofpracticalexperience.ThesecondpartwillanalyzethecurrentcompensationmanagementoftheBankofHuaxiaBranch.Thethirdpartexplorestheexistingsalarysystemaboutproblemsandcauses.Thefourthpartintroducesdesigninganewsalarysysteminordertosolvethebranchoftheexistingproblemofthecurrentsalarysystem.Compensationsystemdesignhasadynamicchangewhichwillbeaffectedbyaspectsoffactors,suchastheeconomicenvironment,theenterprisedevelopmentstrategy,staffthemselvesandotherfactors,Andthereisnoperfectmodel.Therefore,whenthemarketsalarylevelandsalarystructurechange,Theenterpriseshouldhavecorrespondingchangesaccordingtoitsdevelopmentstrategyonthecompensationlevelandstructure.Thispapertriestosolvetheenterprisesalarymanagementproblems,savesmanpowercost,motivatestaffforimprovement,andattractcoretalent,soastokeepcompetitiveadvantage.Keywords:salarysystem，encourage，reformplan，salarydesignIII目录1绪论...................................................................................................................................11.1题目背景与目的...........................................................................................................11.2国内外研究状况...........................................................................................................11.2.1国外研究状况........................................................................................................11.2.2国内研究状况........................................................................................................31.3题目研究方法...............................................................................................................31.4论文构成及研究内容...................................................................................................42华夏银行广州大道支行的薪酬管理现状分析.................................................................52.1支行的发展概况...........................................................................................................52.2支行人力资源管理现状.................................................................................................62.2.1支行的组织结构....................................................................................................62.2.2支行人员构成情况................................................................................................72.3支行薪酬管理的现状分析...........................................................................................82.3.1支行薪酬管理现状................................................................................................82.3.2支行员工薪酬满意度调查..................................................................................113支行员工薪酬存在问题及其原因分析...........................................................................143.1薪酬激励制度不科学.................................................................................................143.2薪酬结构不合理，激励效果作用不大.....................................................................143.3薪酬的公平性受到置疑.............................................................................................143.4薪酬激励目标短期化趋向严重.................................................................................153.5缺乏科学规范的绩效考核体系.................................................................................154支行员工薪酬管理体系的改进.......................................................................................174.1支行薪酬体系设计目标和原则.................................................................................174.1.1薪酬设计的目标.................................