【作者】 强伟；

【导师】 惠宁；

【作者基本信息】 西北大学 ， 工商管理， 2008， 硕士

【摘要】 随着新世纪来临,企业间的竞争归根结底是人才的竞争,体现人才价值、社会地位的薪酬制度是人才竞争中制胜的关键因素。薪酬体系对人才竞争的重要影响,乃至对企业经营发展的重要作用,正是本文探讨的意义和重点所在。薪酬设计是建立现代薪酬管理制度的前提和重要组成部分。如何设计和建立一套科学的、符合企业实际情况以及适应和促进企业在知识经济和经济全球化时代的发展需要的薪酬体系,对企业来说,是一个十分重大的课题。文章以HNDL股份有限公司为研究对象,通过分析HNDL公司的组织结构、人力资源和薪酬体系现状,认为案例企业之前的薪酬体系存在五个主要问题,即员工职业发展缺乏通道、薪酬无法体现风险与利益的关系、绩效工资变动大、发放标准不统一和核心人才薪酬缺乏激励等问题。鉴于此,本文提出了在科学的薪酬体系设计原则指导下,建立合理的薪酬管理体制,完善薪酬结构,科学评估工作岗位,根据岗位评价的结果,把公司所有的岗位薪点划分为七个等级。构建了包括市场谈判工资、薪点工资、业绩工资、年薪工资和其他薪酬以及工资的计算与发放在内的薪酬优化体系。同时,配套了薪酬优化设计体系实施的保障措施。还应该看到薪酬体系优化没有终点,当企业发生变革时,人力资源从业者不能处于被动状态,而是要为企业战略转型先期提供重要支撑。因此,作为激励工具之一的薪酬体系应该也要适应市场环境的变化而处于不断优化调整当中。更多还原

【Abstract】 Follows new century approaching , the competition among companies is talents after all, compensation systems are the key factors that show the talents value and social position. The salary system to the competition for talent important influence, and even manages the development to the enterprise the vital role, is precisely the significance which this article discusses and key is at.The salary design is establishes the modern salary control system the premise and the important constituent. How designs and establishes a set to be scientific, to conform to the enterprise actual situation as well as the adaption and the promotion enterprise the salary system which need in knowledge economy and the economical globalization time development, said to the enterprise, is an extremely significant topic. Next, objecting with the HNDL Co. Ltd, the article analyses the present situation of human recourses and salary system. There are five main problems about the case: the lack of methods for career development, unequal between risk and gains, great change of performance wages, disunity standard and lack of stimulation for core talents. As the result, the article designs the new compensation system, including bargaining wages, salary’s point system, performance salary, annual salary and others. At he same time, supplies the safeguard measures of enforcement for new compensation system. We know that the optimization hasn’t the end, when the reform happens, HR should deal with it actively to support the development at advanced. The economic environment and circumstance of companies are changing for ever, the compensations system as the main methods of encouragement should usually adjust to the variation.更多还原