小型美容企业NJ养生堂的薪酬体系优化研究
发布时间：2018-08-27 10:50
【摘要】：本文通过对薪酬及薪酬体系相关理论的研究,认为并不存在普遍适用的最佳薪酬体系。为此,本文特别针对小微企业的薪酬策略、青年员工和女性员工的薪酬偏好,以及美容服务业的行业特点进行了研究,认为一个合理的薪酬体系应当充分考虑企业的发展阶段、发展战略、行业特点、员工特性等重要因素的影响,进行综合设计。美容服务业作为一个高度依赖人力资源的行业,其薪酬不能仅仅作为财务成本对待,必须作为一类战略性投资。本文的重点,是将理论和NJ养生堂的发展阶段和组织特点相匹配,对NJ养生堂的薪酬体系进行了优化,一是从战略高度明确了薪酬策略,提出公平、激励性、竞争性、战略性、匹配性和经济性的薪酬体系设计原则；二是建立了薪酬风险管理的理念,在薪酬体系的各个环节注重风险控制；三是确立了以绩效为主要依据的薪酬模式,围绕企业战略完善了岗位设计和绩效考核体系,增强了操作性；四是简化了薪酬结构,降低固定薪酬的风险,增强薪酬弹性,强化了薪酬的预算管理,为福利制度的实施建立了财务保障；五是制定了核心岗位领先于市场的薪酬水平,并针对核心岗位完善了长期激励机制。本文还对薪酬优化的保障措施进行了讨论,并对实施效果及风险进行了预测。
[Abstract]:Based on the study of the theory of compensation and compensation system, it is concluded that there is no universally applicable optimal compensation system. Therefore, this paper studies the compensation strategy of small and micro enterprises, the compensation preference of young employees and female employees, and the characteristics of beauty service industry, and holds that a reasonable salary system should fully consider the development stage of enterprises. Development strategy, industry characteristics, employee characteristics and other important factors, comprehensive design. Beauty service industry as a highly dependent on human resources industry, its compensation can not only be treated as financial costs, must be a kind of strategic investment. The focus of this paper is to match the theory with the development stage and organizational characteristics of NJ health care hall, and optimize the compensation system of NJ health care hall. First, it clarifies the salary strategy from a strategic perspective, and proposes fair, encouraging, competitive and strategic. The design principles of matching and economic compensation system; second, the concept of salary risk management, pay attention to risk control in all aspects of the compensation system; third, the establishment of performance-based compensation model, According to the enterprise strategy, the post design and performance appraisal system are improved, and the maneuverability is enhanced. Fourthly, the salary structure is simplified, the risk of fixed compensation is reduced, the compensation flexibility is enhanced, and the budget management of salary is strengthened. Financial guarantee has been established for the implementation of welfare system. Fifth, the salary level of core posts leading the market has been established, and the long-term incentive mechanism for core posts has been improved. This paper also discusses the safeguard measures of salary optimization, and forecasts the effect and risk.
【学位授予单位】：厦门大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719
本文编号：2207048
[Abstract]:Based on the study of the theory of compensation and compensation system, it is concluded that there is no universally applicable optimal compensation system. Therefore, this paper studies the compensation strategy of small and micro enterprises, the compensation preference of young employees and female employees, and the characteristics of beauty service industry, and holds that a reasonable salary system should fully consider the development stage of enterprises. Development strategy, industry characteristics, employee characteristics and other important factors, comprehensive design. Beauty service industry as a highly dependent on human resources industry, its compensation can not only be treated as financial costs, must be a kind of strategic investment. The focus of this paper is to match the theory with the development stage and organizational characteristics of NJ health care hall, and optimize the compensation system of NJ health care hall. First, it clarifies the salary strategy from a strategic perspective, and proposes fair, encouraging, competitive and strategic. The design principles of matching and economic compensation system; second, the concept of salary risk management, pay attention to risk control in all aspects of the compensation system; third, the establishment of performance-based compensation model, According to the enterprise strategy, the post design and performance appraisal system are improved, and the maneuverability is enhanced. Fourthly, the salary structure is simplified, the risk of fixed compensation is reduced, the compensation flexibility is enhanced, and the budget management of salary is strengthened. Financial guarantee has been established for the implementation of welfare system. Fifth, the salary level of core posts leading the market has been established, and the long-term incentive mechanism for core posts has been improved. This paper also discusses the safeguard measures of salary optimization, and forecasts the effect and risk.
【学位授予单位】：厦门大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F719
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