TJ公司薪酬激励制度优化研究

发布时间：2018-02-27 07:52

本文关键词： TJ公司薪酬激励理论问题优化　出处：《石河子大学》2017年硕士论文　论文类型：学位论文

【摘要】：经济的发展,带动的是全球性的经济大爆发及企业数量的不断增加,尤其是民营企业、中小企业,如雨后春笋般的拔地而起。企业要发展,要在如此激烈的竞争环境下获得生存地位并走向繁荣,其最核心的竞争力不是钱,而是人才,只有企业拥有高素质的、竞争力强的员工,才能在市场竞争中保持稳定的地位。企业能否有效开发和正确管理人力资源决定了其是否能够形成、保持并不断增强其核心竞争能力和优势。因此,通过加强人力资源开发与管理来增强自身的市场竞争力,已经成为大多数企业的主要选择。基于此,每一家能够迅速发展的公司,都会非常重视对人才的开发和引进。事实上,人力资源管理的很多研究工作都是在为激励员工服务,而薪酬虽然不是激励员工的唯一方法,但却是一个非常重要且最容易被管理者掌握和运用的激励手段。本文通过运用文献研究法,为论文研究奠定了理论基础,运用案例分析法对具体的案例进行研究,选取TJ公司的薪酬激励制度作为研究对象,对TJ公司的薪酬激励制度的概况、存在问题及如何解决进行了细致地研究,并结合该集团内部员工进行访谈而得出了一些具体的关于TJ公司薪酬激励制度的优化方式。通过研究发现,从TJ公司的薪酬激励制度来看,TJ公司的人力资源部门是充分运用了马斯洛的需求层次理论和薪酬公平理论进行了公司的薪酬激励制度的建立,在薪酬激励制度建立的过程中,更注重的是薪酬的公平性,和对人的需求进行满足的特性而进行的,但是TJ公司的薪酬激励制度虽然注重公平性,但是其公平性运用不当,反而容易伤害到关键岗位职工的感情。另外从岗位识别与分析角度来看,TJ公司做的不是很到位,只有简单的分析,而缺少科学有效的分析。本文从制定科学合理的薪酬标准、加强岗位分析和岗位评价、注重外部竞争和内在公平性、强化长期激励等方面提出了可实践性的意见,并给出了四个保障措施,目的是将合适的人员匹配到相应的岗位当中,并设法使他们发挥自身最大的潜能,希望对TJ公司有所帮助。
[Abstract]:The economic development has led to the global economic explosion and the constant increase in the number of enterprises. In particular, private enterprises, small and medium-sized enterprises, have sprung up like bamboo shoots after a spring rain. Enterprises should develop. In order to gain a living position and prosper in such a competitive environment, its core competitiveness is not money, but talent. Only enterprises have high-quality, highly competitive employees. In order to maintain a stable position in the market competition. Whether an enterprise can effectively develop and manage human resources determines whether it can form, maintain and continuously enhance its core competitiveness and advantages. Strengthening human resource development and management to enhance their market competitiveness has become the main choice of most enterprises. Based on this, every company that can develop rapidly will attach great importance to the development and introduction of talent. In fact, Much of the research on human resources management serves to motivate employees, and pay is not the only way to motivate employees. But it is a very important and the most easy to be mastered and used by managers. This paper, through the use of literature research, laid a theoretical foundation for the study of the paper, using case analysis to study specific cases. This paper selects the compensation incentive system of TJ Company as the research object, and makes a detailed study on the general situation, existing problems and how to solve the compensation incentive system of TJ Company. And based on the interviews with the internal employees of the group, some specific ways of optimizing the compensation incentive system of TJ Company are obtained. From the point of view of the compensation incentive system of TJ Company, the human resources department of TJ Company has made full use of Maslow's theory of hierarchy of needs and the theory of compensation fairness to establish the compensation incentive system of the company, and in the process of the establishment of the compensation incentive system, Pay more attention to the fairness of compensation, and the characteristics of satisfying people's needs, but the compensation incentive system of TJ company pays attention to fairness, but its fairness is not used properly. On the other hand, from the point of view of position identification and analysis, TJ Company does not do very well, only simple analysis, but lack of scientific and effective analysis. Strengthening post analysis and post evaluation, paying attention to external competition and internal fairness, strengthening long-term incentive, and so on, put forward practical opinions, and put forward four safeguard measures in order to match the appropriate personnel to the corresponding post. And try to make them maximize their potential, hoping to help TJ.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F299.233.4

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