【毕业论文】××公司薪酬管理存在的问题与对策

毕业设计（论文）

题目： 广州××公司薪酬管理存在的

问题与对策

摘要：

企业之间的竞争日趋激烈，企业重要的资源是什么？谁能成为竞争者中的胜者？说到底，企业竞争就是人才的竞争，是人力资源综合素质的竞争，而薪酬管理是现代企业人力资源管理的核心内容，其激励作用不可忽视，合理有效的薪酬体系不但能有效激发员工的积极性与主动性，促进员工努力实现组织目标，提高组织效益，而且能在人才竞争日益激烈的知识经济下吸引和保留住一支素质良好且有竞争力的员工队伍。

但是，目前广州××公司的薪酬管理制度并不是非常科学有效。本课题主要分析公司薪酬管理的现状，提出了公司在薪酬方面存在的主要问题：1、薪酬制度没有透明化 2、薪酬级别设置不科学 3、薪酬管理过程缺乏沟通 4、对薪酬认识的混乱和操作中的误区 5、将薪酬视为公司的纯成本支出 6、忽视薪酬体系中的“精神激励”作用，分析了问题产生的原因，针对公司存在的问题提出了一些解决对策和建议：1、提高公司领导层对薪酬管理的新认识 2、建立“以人为本”的薪酬制度 3、建立职位薪酬体系 4、建立有弹性的、可选择的福利制度 5、引入监督机制，确保薪酬制度的有效实施 6、制定合理的薪酬计划 7、薪酬管理制度透明化、公开、公正 8、注重薪酬沟通，通过以上对策以期提高公司的薪酬管理水平和效率。

关键词：薪酬管理 薪酬体系 公平原则

Abstract

With the company's increasingly competitive. What is the important resource of enterprises. Who can be the winner of the competitors? After all, the enterprise competition ability is the competition, it is human resources comprehensive qualities of competition, and is modern enterprise salary management of human resource management, the core content, incentive effect of reasonable and effective compensation system can not only effectively motivate their enthusiasm and initiative, promote the staff to achieve organizational goals, improve the organizational efficiency and growingly intense in knowledge economy, attract and retain a good quality and competitive team.

At present, the company of guangzhou shengda salary management system is not very scientific and effective. This subject mainly analyzes the company salary management present situation, proposed the company in the main problems existing in salary as follows: First, salary system without transparency. Second, salary level set not science. Third, salary management process lacks communication. Fourth, Salary and operation of the understanding of chaos. Fifth, the company will pay as pure costs. Sixth, ignore the "spiritual incentive compensation system. Analysis of the causes of the problem, and the existing problems, puts forward some countermeasures and Suggestions: First, to improve the management of the new understanding of salary management. Second, the establishment of "people-oriented" compensation system. Third, establish position compensation system. Fourth, the establishment of the elastic, can choose the welfare system. Fifth, introducing the supervision mechanism, ensure the effective implementation of the salary system. Sixth, reasonable compensation plans and management system, salary transparency, openness and fairness. Seventh, compensation management system, transparency, openness and fairness. Eighth, pay attention to salary communication. Through the above measures to improve the company's salary management level and efficiency.

Key words: Compensation Management Salary system Fairness Doctrin

目 录

1、绪论····························································· 1

1.1研究课题的背景及意义··········································1

1.2国内外研究现状················································1

1.3课题研究的方法和思路··········································2

2、广州××有限责任公司的薪酬管理的现状······························3

2.1广州××有限责任公司简介······································3

2.2广州××有限责任公司薪酬管理的现状····························3

3、广州××有限责任公司薪酬管理存在问题及分析························4

3.1广州××有限公司薪酬管理存在的问题····························4

3.2广州××有限公司薪酬管理存在问题的原因分析················& …… 此处隐藏：10627字，全部文档内容请下载后查看。喜欢就下载吧 ……