重庆泰康保险公司薪酬体系优化设计研究

发布时间：2018-04-20 00:29

本文选题：重庆泰康保险 + 薪酬体系　；参考：《西南大学》2014年硕士论文

【摘要】：现代企业管理的重心,早己发生明显的偏移和改变,即由过去对物的管理转移到对人的管理上,其基本目的之一,是采用一定的方法,充分发挥人的积极性、主动性和创造性,人力资源管理自然而然成为现代企业管理的核心。然而,薪酬管理是其中最困难的一项工作,不仅因为薪资报酬和福利待遇是员工从事工作需要首要考虑的物质前提,还因为薪酬是企业与员工、员工与员工之间的利益冲突点。所以企业薪酬管理和薪酬体系,是吸引人才,留住人才的关键所在,是每个企业值得深思和面对的问题。薪酬是员工经济收入的主要来源,对员工及其家庭生活的影响非常大。因而,劳动者的总体薪酬水平,则是反映国家、社会经济发展的重要指标,一般情况下,国民生产总值约有60%的部分是以薪酬的形式体现,对员工乃至整个国民的态度和行为都起着不可估量的影响作用。薪酬管理和薪酬体系作为企业人力资源管理的重要组成部分,旨在根据企业的总体发展战略和不同时段的生产经营目标,设计制定一套适用企业自主发展的薪酬体系,并采用有效措施实施和推行,协调企业内部劳动关系,维系和稳定团队建设,提高员工专业素质,激发员工工作积极性、主动性和创造性,这都是企业正常运转的常规工作,也是推动企业战略目标实现的有力工具。类似泰康保险这样的大中型金融企业,为社会提供了大量就业机会,缓解了社会压力,是市场体系中不可或缺的关键组成。但随着保险行业的快速发展及市场竞争不断加剧,各保险公司在发展过程也面临不少的问题,如招不到人、留不住人等情况。本文从解决企业薪酬体系实际问题的角度入手,着眼于企业薪酬模式的研究,梳理国内外有代表性的薪酬模式及研究,分析薪酬体系优化的必要性和思路,论述公司薪酬体系的现状及所存在的问题,以及针对性对重庆泰康保险这样的保险公司提出一个详细的薪酬体系的优化方案。
[Abstract]:The center of gravity of modern enterprise management has already undergone obvious deviation and change, that is, from the management of things in the past to the management of people, one of its basic purposes is to adopt certain methods to give full play to people's enthusiasm, initiative and creativity. Human resource management naturally becomes the core of modern enterprise management. However, salary management is one of the most difficult tasks, not only because compensation and welfare is the material prerequisite for employees to be considered first, but also because compensation is the conflict of interest between enterprises and employees and between employees and employees. Therefore, salary management and compensation system are the key to attract and retain talents, and are worth pondering and facing in every enterprise. Salary is the main source of economic income, which has a great impact on the staff and their family life. As a result, the overall wage level of workers is an important indicator of national, social and economic development. In general, about 60% of the gross national product is reflected in the form of remuneration. It has an incalculable effect on the attitude and behavior of employees and even the whole nation. As an important part of enterprise human resource management, salary management and compensation system are designed and formulated according to the overall development strategy of the enterprise and the production and management objectives of different periods of time, and a set of salary system suitable for the independent development of the enterprise is designed. And adopt effective measures to carry out and carry out, coordinate the labor relations within the enterprise, maintain and stabilize the team construction, improve the professional quality of the staff, stimulate the enthusiasm, initiative and creativity of the staff, all these are the normal work of the normal operation of the enterprise. It is also a powerful tool to promote the realization of enterprise strategic objectives. Large and medium-sized financial enterprises such as Taikang Insurance provide a large number of employment opportunities and relieve social pressure, which is an indispensable key component of the market system. However, with the rapid development of insurance industry and market competition, insurance companies are also faced with many problems in the process of development, such as the lack of recruitment, cannot retain people and so on. From the angle of solving the actual problems of the enterprise compensation system, this paper focuses on the research of the enterprise compensation model, combs the representative compensation model and research at home and abroad, and analyzes the necessity and the train of thought of the optimization of the compensation system. This paper discusses the present situation and existing problems of the compensation system of the company, and puts forward a detailed scheme for the optimization of the compensation system for the insurance companies such as Chongqing Taikang Insurance.
【学位授予单位】：西南大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F842.3;F272.92

【参考文献】