宽带薪酬体系设计--人力资源管理^^文档文档

字数:26122,页数:40  本篇^文档包含任务书,开题报告,^文档,文献综述,外文翻译,等   ^文档编号:RL016

摘    要
经过多年的发展，我国的民营企业取得了令世人瞩目的成就。占民营企业绝大多数的中小型民营企业是一股不可忽视的力量，正处于迅猛发展的阶段。然而，它们中大多数在管理上存在着这样那样的缺点，尤其在人力资源管理中普遍存在着对员工激励不足和激励不当的问题。在当今，设计公平合理的薪酬系统仍不失为最重要和有效的手段之一，一套行之有效的薪酬系统不仅可以降低企业人工成本，而且可以极大地激发员工的积极性、主动性和创造性。
本文从薪酬管理的基本理论入手，以杭州东风汽车有限公司为研究对象，力求在人力资源及相关管理理论的指导下，发现和探索民营企业在人力资源管理中薪酬体系存在的问题和不合理现象。通过引入宽带薪酬的概念，结合公司的实例，争取建立一套切实可行的、科学的、系统的，能够激励员工自我管理、自我开发、自我提高的薪酬体系，从而提高员工对企业的满意度、忠诚度。
本文第一部分对^文档的选题背景和研究意义进行了描述；第二部分对薪酬管理和薪酬设计理论进行了简单介绍；第三部分对杭州东风汽车有限公司的薪酬管理现状进行分析诊断；第四部分是在前面三部分的基础上，对公司的薪酬制度进行优化设计；第五部分是方案实施中预计碰到的困难以及解决的方法；第六部分是^文档的总结。

关键词：宽带薪酬、岗位评价、薪酬结构

关键词：宽带薪酬、岗位评价、薪酬结构

ABSTRACT
After years of development, Chinese private enterprises have made spectacular achievements in the world. Private enterprises account for the vast majority of small and medium-sized private enterprises is a force to be reckoned with, is in a rapid development stage. However, most of them in the management of the existence of a variety of shortcomings, especially in human resources management in the widespread lack of incentives to employees and encourage the improper question. In the contemporary, design a fair and reasonable remuneration system is still the most important and effective means of a set of effective pay system can not only reduce corporate labor costs, but can also have greatly inspired the staff of the enthusiasm, initiative and creativity .
This article from the pay administration start with the basic theory, to JinFeng Automobile Co., Ltd. in Hangzhou for the study, aimed at human resources and related management theory, under the guidance of discovery and exploration of private enterprises in human resources management system in the pay of existing problems and Anomaly. By introducing the concept of broadband pay, with examples of companies, to establish a set of practical, scientific, and the system can motivate staff self-management, self-development, self-pay increase system, thereby improving staff-to-business satisfaction , Loyalty.
In this paper, the first part of the background papers and research topics of significance to describe the second part of the remuneration of management and design theory pay a brief account of the third part of the JinFeng Automobile Co., Ltd., Hangzhou, the pay status of management Diagnosis; the fourth part is in front of three parts on the basis of the company's pay system is optimized; the fifth Part is expected in the implementation of the programme and to resolve the difficulties encountered the method is the sixth part of the paper concluded.

Key words: Broadband pay； job evaluation；pay structure

目录
一、绪论-----------------------------------------------------1
选题背景----------------------------------------------------------------1
研究意义----------------------------------------------------------------2
薪酬体系设计的理论基础-----------------------------------3
（一）薪酬管理理论----------------------------------------3
（二）薪酬制度设计理论------------------------------------7
三、东风汽车薪酬管理现状分析---------------------------------12
（一）公司概况--------------------------------------------12
（二）薪酬制度介绍----------------------------------------12
（三）东风汽车薪酬管理存在的问题--------------------------12
四、东风汽车宽带薪酬制度设计---------------------------------14
   （一）工作分析--------------------------------------------15
（二）岗位评价--------------------------------------------15
（三）薪酬层级设计----------------------------------------20
（四）任职能力评估与薪酬层级定位--------------------------24
（五）薪酬结构设计----------------------------------------27
五、方案实施中预计碰到的困难以及解决的方法-------------------31
（一）预计会遇到的问题------------------------------------31
（二）问题解决的方法--------------------------------------31
六、结论-----------------------------------------------------34
（一）新薪酬方案的评价------------------------------------34
（二）创新之处--------------------------------------------34
（三）局限性及需进一步研究的问题--------------------------34
七、致谢-----------------------------------------------------35
八、参考文献-------------------------------------------------36

关键词：宽带薪酬、岗位评价、薪酬结构

ABSTRACT
After years of development, Chinese private enterprises have made spectacular achievements in the world. Private enterprises account for the vast majority of small and medium-sized private enterprises is a force to be reckoned with, is in a rapid development stage. However, most of them in the management of the existence of a variety of shortcomings, especially in human resources management in the widespread lack of incentives to employees and encourage the improper question. In the contemporary, design a fair and reasonable remuneration system is still the most important and effective means of a set of effective pay system can not only reduce corporate labor costs, but can also have greatly inspired the staff of the enthusiasm, initiative and creativity .
This article from the pay administration start with the basic theory, to JinFeng Automobile Co., Ltd. in Hangzhou for the study, aimed at human resources and related management theory, under the guidance of discovery and exploration of private enterprises in human resources management system in the pay of existing problems and Anomaly. By introducing the concept of broadband pay, with examples of companies, to establish a set of practical, scientific, and the system can motivate staff self-management, self-development, self-pay increase system, thereby improving staff-to-business satisfaction , Loyalty.
In this paper, the first part of the background papers and research topics of significance to describe the second part of the remuneration of management and design theory pay a brief account of the third part of the JinFeng Automobile Co., Ltd., Hangzhou, the pay status of management Diagnosis; the fourth part is in front of three parts on the basis of the company's pay system is optimized; the fifth Part is expected in the implementation of the programme and to resolve the difficulties encountered the method is the sixth part of the paper concluded.

Key words: Broadband pay； job evaluation；pay structure

目录
一、绪论-----------------------------------------------------1
选题背景----------------------------------------------------------------1
研究意义----------------------------------------------------------------2
薪酬体系设计的理论基础-----------------------------------3
（一）薪酬管理理论----------------------------------------3
（二）薪酬制度设计理论------------------------------------7
三、东风汽车薪酬管理现状分析---------------------------------12
（一）公司概况--------------------------------------------12
（二）薪酬制度介绍----------------------------------------12
（三）东风汽车薪酬管理存在的问题--------------------------12
四、东风汽车宽带薪酬制度设计---------------------------------14
   （一）工作分析--------------------------------------------15
（二）岗位评价--------------------------------------------15
（三）薪酬层级设计----------------------------------------20
（四）任职能力评估与薪酬层级定位--------------------------24
（五）薪酬结构设计----------------------------------------27
五、方案实施中预计碰到的困难以及解决的方法-------------------31
（一）预计会遇到的问题------------------------------------31
（二）问题解决的方法--------------------------------------31
六、结论-----------------------------------------------------34
（一）新薪酬方案的评价------------------------------------34
（二）创新之处--------------------------------------------34
（三）局限性及需进一步研究的问题--------------------------34
七、致谢-----------------------------------------------------35
八、参考文献-------------------------------------------------36

关键词：宽带薪酬、岗位评价、薪酬结构

ABSTRACT
After years of development, Chinese private enterprises have made spectacular achievements in the world. Private enterprises account for the vast majority of small and medium-sized private enterprises is a force to be reckoned with, is in a rapid development stage. However, most of them in the management of the existence of a variety of shortcomings, especially in human resources management in the widespread lack of incentives to employees and encourage the improper question. In the contemporary, design a fair and reasonable remuneration system is still the most important and effective means of a set of effective pay system can not only reduce corporate labor costs, but can also have greatly inspired the staff of the enthusiasm, initiative and creativity .
This article from the pay administration start with the basic theory, to JinFeng Automobile Co., Ltd. in Hangzhou for the study, aimed at human resources and related management theory, under the guidance of discovery and exploration of private enterprises in human resources management system in the pay of existing problems and Anomaly. By introducing the concept of broadband pay, with examples of companies, to establish a set of practical, scientific, and the system can motivate staff self-management, self-development, self-pay increase system, thereby improving staff-to-business satisfaction , Loyalty.
In this paper, the first part of the background papers and research topics of significance to describe the second part of the remuneration of management and design theory pay a brief account of the third part of the JinFeng Automobile Co., Ltd., Hangzhou, the pay status of management Diagnosis; the fourth part is in front of three parts on the basis of the company's pay system is optimized; the fifth Part is expected in the implementation of the programme and to resolve the difficulties encountered the method is the sixth part of the paper concluded.

Key words: Broadband pay； job evaluation；pay structure

目录
一、绪论-----------------------------------------------------1
选题背景----------------------------------------------------------------1
研究意义----------------------------------------------------------------2
薪酬体系设计的理论基础-----------------------------------3
（一）薪酬管理理论----------------------------------------3
（二）薪酬制度设计理论------------------------------------7
三、东风汽车薪酬管理现状分析---------------------------------12
（一）公司概况--------------------------------------------12
（二）薪酬制度介绍----------------------------------------12
（三）东风汽车薪酬管理存在的问题--------------------------12
四、东风汽车宽带薪酬制度设计---------------------------------14
   （一）工作分析--------------------------------------------15
（二）岗位评价--------------------------------------------15
（三）薪酬层级设计----------------------------------------20
（四）任职能力评估与薪酬层级定位--------------------------24
（五）薪酬结构设计----------------------------------------27
五、方案实施中预计碰到的困难以及解决的方法-------------------31
（一）预计会遇到的问题------------------------------------31
（二）问题解决的方法--------------------------------------31
六、结论-----------------------------------------------------34
（一）新薪酬方案的评价------------------------------------34
（二）创新之处--------------------------------------------34
（三）局限性及需进一步研究的问题--------------------------34
七、致谢-----------------------------------------------------35
八、参考文献-------------------------------------------------36

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