摘 要丨
薪酬管理是人力资源管理中的重要部分,科学有效的薪酬制度是吸引、激励
与留住人才的最有力的工具。薪酬管理已成为影响企业竞争力的核心因素,而当
今国内还有不少企业,尤其是老牌国有企业和一些发展过快的中小型企业,还没
有建立自己的薪酬体系,还在沿用以前简单的工资表、单一的职务工资等落后的
薪酬管理方法。还有一些公司的人力资源部门也知道公司的薪酬管理落后,没有
规范的薪酬管理模式,但面对成千上万的员工确实不知如何下手,可以想见这样
的公司在现代市场竞争中前景堪忧
本文以东日电缆厂这种生产型企业为实例,针对其现有的薪酬管理体系进行
深入的调查研究,分析其薪酬管理方面存在的问题,最终提出具体的解决方案和
套改流程。对于企业薪酬的调查研究,一方面是收集企业现有欧亿·体育（中国）有限公司进行整理,另
一方面是对企业员工进行的访谈和发放调査问卷。调研过后,对东日电缆厂出现
的薪酬管理方面的问题,进行了详细的分析。东日电缆厂薪酬管理在薪酬策略、
薪酬外部竞争力、薪酬结构等方面存在严重问题。针对企业出现的薪酬管理问题,
本文为其建立了一套新的薪酬体系,薪酬体系的建立运用了岗位价值评估、外部
薪酬对比和宽带薪酬等相关方法和理论。对于企业岗位种类过多的问题,本文选
用了两套评估工具,以体现评估的准确性和公平性。在岗位价值评估结果的处理
和形成薪级矩阵的过程中,引入了相关软件,软件的应用使处理过程更加方便,
结果更加准确
本文注重的是实际操作与理论相结合,通过方法上的创新更有效的解决企业
存在的问题,对于还没有建立薪酬体系以及存在相似问题的企业,可以以此文为
参考,借鉴本文方法,改善自身的薪酬管理问题
关键词:生产型企业、薪酬体系、岗位测评
华北电力大学硕士学位论文
Abstract
Compensation management is an important part in human resource management,
beyond that, scientific and effective compensation system is a powerful tool to attract,
motivate and retain talents. Compensation management has become one of the most
important factors that affect enterprise competitiveness. But today there are many
Chinese enterprises, especially the old state-owned enterprises and small and
medium-sized enterprises which develop fast, have not yet set up their own
compensation system,still using the old methods of compensation management, such
as single wages forms, position salary and so on. On the otiier hand,there are many
company's human resources department has already knew that the compensation
management of their company is backward and incompeleted. But in the face of tens
of thousands of employees, they really do not know how to do with the current
situation. It is conceivable that the company like this will face serious challenges in
the modern competition of the market.
Take an example of Dongri Cable Factory, for the existing compensation
management system of it, this paper has done an in-depth investigation and study,
meanwhile analyzed the extant problems. Finally, this paper puts forward specific
solutions and exact process. For the investigation and study, on the one hand is the
enterprise existing data collection, on the one hand is staff interviews and
questionnaires. After investigation and research, we analyzed the compensation
management problems of Dongri Cable Factory in detail. There are serious problems
in the salary strategy, salary in the external competitiveness, salary structure in Dongri
Cable Factory's compensation management. In view of the enterprise salary
management problems, this paper developed a new compensation for its system, using
many advanced methods such as position evaluation, comparative analysis, broadband
salary theory and so on to establish the system of compensation. As there are so many
positions in Dongri Cable Factory, this paper chose two sets of evaluation tools to
keep the accuracy and fairness of the evaluation. When dealing with the results of
evaluation and making matrixes, this paper used a new kind of software. The
application of this software made the process more convenient, the results more
accurate.
This paper pays attention on both practice and theory. By means of the
innovation of method, we solve the problems of the enterprise more effectively. For
the enterprises that have not developed compensation management system or have
similar problems as Dongri can take a reference of this paper to improve their salary
management problems.
Keywords: production-oriented enterprises, compensation system, position
evaluation