發(fā)布時(shí)間：2018-01-01 02:13

  本文關(guān)鍵詞：無錫市太湖新城發(fā)展集團(tuán)薪酬體系優(yōu)化與實(shí)施　出處：《哈爾濱理工大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 國有企業(yè) 薪酬體系 優(yōu)化設(shè)計(jì)

【摘要】：我國國有企業(yè)的薪酬體制，自市場(chǎng)經(jīng)濟(jì)體制建立后發(fā)生了較大的變革，但國有企業(yè)長(zhǎng)期以來在薪酬管理中遺留的諸多弊病對(duì)改革的推進(jìn)造成了不小的障礙。面對(duì)市場(chǎng)大潮的沖擊，傳統(tǒng)薪酬制度的弊病給國有企業(yè)帶來的困擾和壓力已日漸明顯，國有企業(yè)薪酬制度改革已刻不容緩。 隨著社會(huì)的發(fā)展以及員工個(gè)人發(fā)展意識(shí)的提升，越來越多的員工把薪酬看作是企業(yè)對(duì)自己能力和付出的肯定，甚至是對(duì)未來發(fā)展的一種期許。在這種情況下，薪酬的激勵(lì)作用就愈發(fā)明顯了，而如何最大限度地發(fā)揮薪酬的激勵(lì)作用也成為一個(gè)廣泛的話題。 從無錫市太湖新城集團(tuán)目前的人力資源情況來看，也遇到了其他國企所面臨的薪酬瓶頸，如何合理優(yōu)化薪酬體系，通過有效的薪酬機(jī)制吸引人、留住人，從而更進(jìn)一步地激發(fā)員工的工作積極性、能動(dòng)性和創(chuàng)造力，更好更快地推動(dòng)整個(gè)太湖新城建設(shè)，是下一階段太湖新城發(fā)展集團(tuán)亟需研究和解決的一項(xiàng)重要工作。 本文以無錫市太湖新城的薪酬體系優(yōu)化為主線，主要分為五大部分：第一部分主要闡述論文的選題背景和意義，文獻(xiàn)綜述以及研究方法和思路。第二部分介紹太湖新城發(fā)展集團(tuán)薪酬體系現(xiàn)狀。第三部分對(duì)太湖新城發(fā)展集團(tuán)薪酬體系分析，是在第二部分的基礎(chǔ)上，，對(duì)于太湖新城發(fā)展集團(tuán)薪酬體系的分析和優(yōu)化條件的分析，從而全面了解太湖新城發(fā)展集團(tuán)薪酬體系的不足。第四部分則是對(duì)太湖新城發(fā)展集團(tuán)薪酬體系的優(yōu)化設(shè)計(jì)。第五部分是提出太湖新城發(fā)展集團(tuán)薪酬體系實(shí)施的有效保障。這是對(duì)第五部分措施的支持和保障，確保太湖新城發(fā)展集團(tuán)薪酬體系的優(yōu)化順利開展。
[Abstract]:China's state-owned enterprises salary system, great changes since the establishment of market economy system, but the disadvantages of state-owned enterprises for a long time in the salary management left the advance of reform has caused no small obstacle. Facing the tide of market impact, the shortcomings of the traditional salary system of state-owned enterprises to bring trouble and pressure gradually, the salary system reform of state-owned enterprises has been urgent.
With the development of society and individual development consciousness, more and more workers to compensation as enterprises for their own ability and pay for sure, even is a kind of expectations for future development. In this case, the incentive function of compensation will become more apparent, and how to maximize the incentive function of compensation also become a common topic.
From Wuxi City, Taihu Metro Group's current human resource situation, also encountered a bottleneck faced by other state-owned enterprises to pay, how to optimize the salary system, through the effective compensation mechanism to attract, retain, and further stimulate the staff's working enthusiasm, initiative and creativity, to promote better and faster throughout the Taihu Metro the construction of the next stage of the development of Taihu Metro Group to research and solve an important job.
This paper takes Wuxi city of Taihu new town, optimization of the salary system as the main line, mainly divided into five parts: the first part mainly expounds the research background and significance, literature review and research methods and ideas. The second part introduces the current salary system of Taihu Metro Development Group. The third part is an analysis of the development of Taihu Metro group salary system, is based on second on the part of the analysis for the development of Taihu Metro group salary system analysis and optimization, so as to fully understand the lack of development of Taihu Metro group salary system. The fourth part is the optimization design of the development of Taihu Metro Group salary system. The fifth part is proposed to guarantee the implementation of the development of Taihu Metro group salary system which is supported. The fifth part and safeguard measures, to ensure the optimization of the development of Taihu Metro group salary system smoothly.

【學(xué)位授予單位】：哈爾濱理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F299.23

【參考文獻(xiàn)】

相關(guān)期刊論文 前2條

1 朱禮華;傳統(tǒng)國企薪酬問題分析及對(duì)策探討[J];經(jīng)濟(jì)師;2005年06期

2 董秀軍;;因地制宜改進(jìn)國企薪酬體系[J];現(xiàn)代國企研究;2012年12期

本文編號(hào)：1362478