基于岗位薪点制的内蒙超高压供电局薪酬体系优化研究

发布时间：2018-06-17 16:42

本文选题：人力资源管理 + 薪酬设计　；参考：《华北电力大学》2013年硕士论文

【摘要】：二十一世纪，伴随着新经济时代的到来，中国企业所要面对的是中国社会转型和经济全球化带来的双重风险，在越来越激烈的市场竞争环境下，人力资源作为企业重要的战略资源，已经超越了物资资本和货币资本，成为企业最重要的生产要素和创造财富的源泉。而薪酬管理作为人力资源管理体系的核心部分，在吸引、留住、发展、激励员工等方面发挥着至关重要的作用，抓好企业薪酬管理是激活人力资源，增强企业核心竞争力，实现企业战略目标的必修课题。内蒙古超高压供电局是内蒙古电力公司直属大型一类企业，负责内蒙古西部500千伏主网的前期论证、电网建设、运营管理、检修维护、营销计量工作，为保障内蒙供电稳定局面做出了积极贡献。但随着外部市场经济环境的不断深化，体制、机制问题日渐突出，冗员过多，薪酬满意度低，工作积极性不高等问题已经成为制约企业发展的重要障碍。本文选取内蒙古超高压供电局为研究对象，，从薪酬基础理论研究入手对薪酬理论进行了阐述，包括薪酬的内涵、薪酬基础理论、薪酬激励理论、薪酬设计的相关理论等。依据现代薪酬管理理论和方法，在对内蒙古超高压供电局的组织结构、人力资源管理现状进行分析的基础上，对薪酬管理现状进行全面细致的分析和研究，找出了目前内蒙古超高压供电局存在的薪酬构成陈旧、晋升渠道单一、分配平均主义严重等问题，并在此基础上提出较为切合企业实际的岗位薪点工资制薪酬方案，确定了薪资体系构成，强调了实施条件、实施环节，并对该方案在实施过程中可能遇到的问题提出合理建议，最后得出了岗位薪点工资制的实施将有利于职工责任感、紧迫感、经济效益观念的增强，提高职工加强学习、自我完善的动力，增强职工队伍活力，提高企业综合竞争力，进而对内蒙古超高压供电局的发展起到积极促进作用的结论。
[Abstract]:In the 21 century, with the arrival of the new economic era, Chinese enterprises have to face the double risks brought by social transformation and economic globalization in the increasingly fierce market competition environment. As an important strategic resource, human resource has surpassed material capital and monetary capital, and has become the most important factor of production and the source of wealth creation. As the core part of human resource management system, salary management plays an important role in attracting, retaining, developing and motivating employees. The compulsory subject of realizing the strategic goal of the enterprise. The Inner Mongolia UHV Power supply Bureau is a large enterprise directly under Inner Mongolia Electric Power Company. It is responsible for the preliminary demonstration of the 500 kV main network in the west of Inner Mongolia, the construction of the power network, the operation and management, maintenance and maintenance, and the work of marketing measurement. In order to ensure the stability of power supply in Inner Mongolia has made positive contributions. However, with the deepening of the external market economy environment, the problems of system and mechanism become more and more prominent, too many redundant staff, low salary satisfaction, low work enthusiasm and other problems have become an important obstacle to the development of enterprises. This paper selects Inner Mongolia ultra-high voltage power supply bureau as the research object, starting with the research of salary basic theory, including the connotation of salary, salary basic theory, salary incentive theory, compensation design related theory and so on. According to the modern salary management theory and method, on the basis of analyzing the organization structure and human resource management status of Inner Mongolia UHV Power supply Bureau, this paper makes a comprehensive and detailed analysis and research on the present salary management situation. This paper finds out the problems existing in Inner Mongolia UHV Power supply Bureau at present, such as old salary structure, single promotion channel, serious equalitarianism and so on. On this basis, it puts forward a more practical salary system salary scheme for the enterprise. The composition of the salary system is determined, the conditions and links of implementation are emphasized, and reasonable suggestions are put forward on the problems that may be encountered in the implementation of the scheme. Finally, it is concluded that the implementation of the salary and wage system at the post point will be conducive to the sense of responsibility and urgency of the staff and workers. The enhancement of economic benefit concept, the improvement of workers' study, the improvement of the motive force of self-improvement, the enhancement of the vitality of the staff and workers, the improvement of the comprehensive competitiveness of the enterprises, and the conclusion that the development of the Inner Mongolia UHV Power supply Bureau can be actively promoted.
【学位授予单位】：华北电力大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.61

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