事业单位改制背景下JLS研究院薪酬制度研究
发布时间：2018-07-31 16:28
【摘要】：21世纪是人本管理和激烈竞争的时代，经济全球化面临着新一轮更加激烈的竞争，人力资源已经成为一个单位、一个地区甚至一个国家赖以生存和发展的重要资源，JLS研究院作为国有事业单位，要想在激烈的竞争中保持优势，，占据经济发展的核心地位，适应事业单位改制的大环境，就应该着重处理人力资源中最重要、最常见、最普遍化的薪酬激励制度。有效的薪酬激励制度能够激发员工的积极性和主动性，使组织机构有效运行，促进组织目标实现的规范化和科学化。 本文针对JLS研究院的具体情况，运用薪酬的激励理论、公平理论和期望理论，结合JLS研究院现阶段的实际情况，从宏观层面上审视JLS研究院中存在的问题，挖掘深层次的原因，从而整体上提出优化改制中JLS研究院薪酬激励的操作性问题，提高和改善JLS研究院中的薪酬激励的效率和效果。 本文以JLS研究院为主要背景，主要内容分为几个部分对其薪酬问题进行研究。首先，阐述了论文的研究背景、理论意义和实际意义，本文的研究主要是从薪酬制度目标出发，以JLS研究院为主要案例分析，为其他研究院改制提供范例；第二部分主要是对研究院的概况进行介绍和阐述，包括研究院基本情况的介绍，研究院员工的基本情况和组织机构设置以及研究院具备较强的科学性和专业素质、高风险投资大和综合性素质人才缺少等特点。第三章主要针对JLS研究院薪酬制度设计问题，主要是从薪酬理念问题、薪酬管理制度分析的角度对薪酬管理制度进行设计，同时根据现有JLS研究院的具体情况对JLS研究院薪酬管理制度的进行新的激励制度的设计。第四部分主要是解决问题，论述了JLS研究院改制过程中薪酬激励问题的实施和保障，主要采取了建立新的薪酬理念、建立健全单位薪酬制度设计、解决薪酬激励的绩效沟通问题以及创新薪酬优化方案的实施等措施；第四章问题的解决主要都是针对第三章提出的具体情况和问题进行针对性的解决，对JLS研究院制度的构建具有重要的作用。最后一部分为结语，总结了JLS研究院等事业单位改制过程中的经验，对其他国有单位改制过程的研究具有借鉴作用。
[Abstract]:The 21st century is the era of people-oriented management and fierce competition. Economic globalization is facing a new round of more intense competition. Human resources have become a unit. As a state-owned institution, the JLS Research Institute, an important resource on which a region or even a country depends for survival and development, wants to maintain its advantage in the fierce competition, occupy the core position of economic development, and adapt itself to the general environment of institutional reform. We should focus on the most important, most common and most generalized compensation incentive system in human resources. An effective salary incentive system can stimulate the enthusiasm and initiative of employees, make the organization run effectively, and promote the standardization and scientific realization of organizational goals. According to the specific situation of JLS Research Institute, this paper applies the incentive theory of salary, fair theory and expectation theory, combined with the actual situation of JLS Research Institute at the present stage, examines the problems existing in the JLS Academy from the macro level, and excavates the deep-seated reasons. Therefore, the paper puts forward the operational problem of the salary incentive in the JLS Research Institute, and improves the efficiency and effect of the compensation incentive in the JLS Research Institute as a whole. In this paper, JLS Research Institute as the main background, the main content is divided into several parts to study the issue of compensation. First of all, the paper describes the research background, theoretical and practical significance, this study is mainly from the goal of the salary system, JLS Research Institute as the main case analysis, for other research institutes to provide examples for the restructuring; The second part mainly introduces and expounds the general situation of the institute, including the introduction of the basic situation of the institute, the basic situation of the staff and the organizational structure of the institute, as well as the strong scientific and professional qualities of the institute. High-risk investment and comprehensive quality of talent shortage and other characteristics. The third chapter focuses on the design of compensation system in JLS Research Institute, mainly from the perspective of salary concept and salary management system analysis. At the same time, according to the specific situation of the existing JLS Academy, the author designs a new incentive system for the JLS Academy. The fourth part is mainly to solve the problem, discusses the implementation and protection of salary incentive in the process of reform of JLS Research Institute, mainly adopts the establishment of a new salary concept, the establishment of a sound unit compensation system design. To solve the performance communication problem of compensation incentive and the implementation of innovative compensation optimization scheme, the fourth chapter is mainly to solve the specific situation and problems proposed in chapter three. It plays an important role in the construction of JLS Research Institute system. The last part is the conclusion, which sums up the experience in the process of reform of institutions such as JLS Research Institute, which can be used as a reference for the study of the reform process of other state-owned units.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
本文编号：2156149
[Abstract]:The 21st century is the era of people-oriented management and fierce competition. Economic globalization is facing a new round of more intense competition. Human resources have become a unit. As a state-owned institution, the JLS Research Institute, an important resource on which a region or even a country depends for survival and development, wants to maintain its advantage in the fierce competition, occupy the core position of economic development, and adapt itself to the general environment of institutional reform. We should focus on the most important, most common and most generalized compensation incentive system in human resources. An effective salary incentive system can stimulate the enthusiasm and initiative of employees, make the organization run effectively, and promote the standardization and scientific realization of organizational goals. According to the specific situation of JLS Research Institute, this paper applies the incentive theory of salary, fair theory and expectation theory, combined with the actual situation of JLS Research Institute at the present stage, examines the problems existing in the JLS Academy from the macro level, and excavates the deep-seated reasons. Therefore, the paper puts forward the operational problem of the salary incentive in the JLS Research Institute, and improves the efficiency and effect of the compensation incentive in the JLS Research Institute as a whole. In this paper, JLS Research Institute as the main background, the main content is divided into several parts to study the issue of compensation. First of all, the paper describes the research background, theoretical and practical significance, this study is mainly from the goal of the salary system, JLS Research Institute as the main case analysis, for other research institutes to provide examples for the restructuring; The second part mainly introduces and expounds the general situation of the institute, including the introduction of the basic situation of the institute, the basic situation of the staff and the organizational structure of the institute, as well as the strong scientific and professional qualities of the institute. High-risk investment and comprehensive quality of talent shortage and other characteristics. The third chapter focuses on the design of compensation system in JLS Research Institute, mainly from the perspective of salary concept and salary management system analysis. At the same time, according to the specific situation of the existing JLS Academy, the author designs a new incentive system for the JLS Academy. The fourth part is mainly to solve the problem, discusses the implementation and protection of salary incentive in the process of reform of JLS Research Institute, mainly adopts the establishment of a new salary concept, the establishment of a sound unit compensation system design. To solve the performance communication problem of compensation incentive and the implementation of innovative compensation optimization scheme, the fourth chapter is mainly to solve the specific situation and problems proposed in chapter three. It plays an important role in the construction of JLS Research Institute system. The last part is the conclusion, which sums up the experience in the process of reform of institutions such as JLS Research Institute, which can be used as a reference for the study of the reform process of other state-owned units.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.3
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