【作者】 吴妍琳；

【导师】 王树进；

【作者基本信息】 南京农业大学 ， 企业管理， 2010， 硕士

【副题名】以南京地区为例

【摘要】 随着我国人口老龄化问题的日益凸显,养老问题已经进入人们的视野,并成为关注的焦点。目前我国主要采取以家庭养老为主的养老方式,但这种方式由于时代特征的改变已经不能完全满足老年群体的养老需求。针对我国目前的养老现状,机构养老作为我国一种重要的社会养老方式出现,并具有蓬勃发展的趋势。但我国养老机构的发展也存在着许多问题,特别是人力资源问题,如养老机构招不到人,特别是护工人员严重缺乏,从业人员年龄文化素质和专业素质较低、从业人员结构不合理以及人员流动性大等等。这些问题的产生除了受养老机构本身的工作特性影响之外,最主要的原因是由于养老机构的人员的薪酬存在问题。薪酬问题可以说是企业人力资源管理的核心问题,很多人力资源管理问题最终都综合表现为薪酬问题。因此,研究养老机构的薪酬问题,对于养老机构从数量和质量上提升,进而促进我国养老机构的发展与完善,缓解我国养老问题,应对人口老龄化所带来的冲击具有十分重要的理论意义和现实意义。本文采用理论研究与实证研究相结合的方法,在对养老机构的发展现状以及薪酬管理的相关理论进行研究与总结的基础上,提出了养老机构岗位薪酬结构模型,并以南京市为例从养老机构从业者、专家以及养老机构管理者的角度出发,应用统计分析方法、德尔菲分析方法和案例分析方法对模型进行了分析和实证研究。本文认为：养老机构的薪酬问题是造成我国养老机构现存的人员数量不足,文化素质和专业素质较低、人员结构不合理、人员流动性大等人力资源问题的主要原因之一,并且养老机构的薪酬结构制定的依据不合理,影响了养老机构的内部一致性。养老机构的岗位设置应先根据工作性质分为医护岗位、护工岗位、医技岗位、工勤岗位、社工岗位、行政管理岗6大类,再根据各岗位所要求的技能与能力不同,将这些岗位细分为23种具体岗位。在薪酬的水平上,目前的养老机构的岗位薪酬水平低于合理的薪酬水平值,是造成养老机构中众多人力资源问题的主要原因之一,而养老机构的岗位薪酬水平低于其他行业的薪酬水平,是造成养老机构从业人员流失以及数量不足的根本原因。在薪酬结构上,养老机构的薪酬结构中岗位薪酬间具有一定的比例关系,以初级护理员的薪酬作为基准,保洁员、勤杂工的工资起薪较低,分别只有基准薪酬的94%和89%,其他岗位的工资薪酬均高于基准薪酬,如医护岗位中的医生的工资起薪达到了基准薪酬的1.76倍,工勤岗位中的厨师岗位的起薪达到了基准薪酬的1.35倍,其中行政管理岗位中养老院院长的工资起薪最高,达到了初级护理员工资起薪的1.97倍。更多还原

【Abstract】 Population aging problems are concerned more and more by Chinese people since China has entered Aging Society. Family-based approach is the main aged support way in China at present, but it can not fully meet the aged support needs of older age groups. For China’s current situation of aged support, the ways of aged care services supported by service institutions is an important means of social old-age there and increase fast. However, there are many problems in the development of aged care service institutions, especially human resources issues, such as aged care service institutions can not hire enough employees, especially care workers, high staff mobility and more. In addition to the special works of aged care service institutions, all these problems are due to the workers’ compensations.Compensation is the core factor of human resource management and many human resource management issues are the performance of salary problems integrate finally. So, the study on compensation of aged care service institutions can enhance the quantity and quality of aged care service institutions, promote the development and improvement of our country’s aged care service institutions, reduce the problems of old age and have great theoretical and practical significance for the impact of aging of the population.First, this paper researches and summarizes the compensation management theory and the jobs of aged care service institutions; then, constructs job-based pay structures model to study the compensation structures of aged care service institutions; finally, use the model to direct the compensation designing of aged care service institutions.This paper figures that:Many human resources issues are caused by compensation problems are one of the main reasons and the unreasonable compensation structures have an affect on the internal alignment of aged care service institutions. The jobs in the aged care service institutions should be divided into six different types according to the characteristic of each work, including health care jobs, nursing jobs medical technology jobs, ground work jobs, social worker jobs and administrative post. Then all these jobs will be divided into twenty-three positions according to the different skills and abilities required. The unreasonable pay level led to many human resources issues, especially the level which is lower than the pay levels of other industries, caused the loss and lack of the number of employees in aged care service institutions. The base pay between two positions in job-based pay structures has a certain proportion. So, this paper uses the certain proportion to establish a pay table to design the compensation of aged care service institutions.更多还原