摘要

　　　大連xx壓縮機(jī)制冷研發(fā)中心是大連xx壓縮機(jī)有限公司的技術(shù)核心機(jī)構(gòu)，由于制冷企業(yè)的特點(diǎn)——人才是企業(yè)競爭制勝的關(guān)鍵，此時企業(yè)薪酬管理制度的不完善很可能成為制冷企業(yè)規(guī)模擴(kuò)大的瓶頸，造成士氣低落、人員流動率高的局面。

　　　論文首先介紹了有關(guān)薪酬的基本理論，對組成薪酬體系的各個組成部分的主要內(nèi)容進(jìn)行了詳細(xì)的闡述。通過對大連xx壓縮機(jī)制冷研發(fā)中心薪酬體系現(xiàn)狀進(jìn)行研究及內(nèi)外部調(diào)查，發(fā)現(xiàn)問題，并分析了問題產(chǎn)生的原因，制冷研發(fā)中心必須進(jìn)行薪酬制度調(diào)整。按照流程進(jìn)行薪酬調(diào)整方案設(shè)計(jì)，對所設(shè)計(jì)的薪酬方案進(jìn)行了相關(guān)數(shù)據(jù)的對比分析、評價，并給出薪酬調(diào)整方案的實(shí)施保障措施。

　　　本文應(yīng)用了職務(wù)評價、全面薪酬、寬帶薪酬等多種理論與方法進(jìn)行薪酬體系設(shè)計(jì)，幫助企業(yè)實(shí)現(xiàn)人力資源的競爭優(yōu)勢，實(shí)現(xiàn)企業(yè)與員工利益的平衡與最大化。

關(guān)鍵詞: 薪酬體系設(shè)計(jì); 職務(wù)評價; 寬帶薪酬

ABSTRACT

　　　Refrigeration R&D Center of Dalian Sanyo Compressor is the core technical institution of the Company. Because of the features of refrigeration corporations - the person with ability is the key to win the competition, here the faults of the corporations' salary manage system can be the bottle-neck of enlarge the corporations' dimensions, and work to low the morale, high the liquidity ratio of people.

　　　At first, the author will introduce the basic principle about remuneration and specifically state the main contents of every part of the remuneration system. Both through the research of present situation of remuneration system of Refrigeration R&D Center of Dalian Sanyo Compressor and through the inside and outside investigations, the problem can be found out. Then the author will analyze the cause of the problem and indicate the need and importance of the adjustments of remuneration system.

　　　The author will design the adjustments of remuneration system as the following process. Through the comparison analysis of relative data, the author makes a eva luation of the remuneration scheme which had been designed and discusses the difficulties it may encounter during the enforcement of the scheme .The overall conclusion and the relative advises has been given in the end.

　　　The thesis uses many ways such as post eva luation, broad band remuneration etc. This scheme may also be helpful to other software companies and can help the company gain the competitive advantages of human resources and furthermore realize the balance and maximum of benefits for the company and his staff.

Key Words: Remuneration System Design; Post eva luation;The Broad Band salary

　　

　　

目   錄

第一章 引言 1

1.1本文的研究背景與意義 1

1.2研究的方法和技術(shù)路線 2

第二章 理論綜述 4

2.1 薪酬的基本概念、分類與功能 4

2.2薪酬體系的理論基礎(chǔ)和主要內(nèi)容 8

2.3薪酬體系的主要模式 12

第三章 大連xx壓縮機(jī)有限公司薪酬管理現(xiàn)狀及問題分析 17

3.1合資制制冷企業(yè)背景及公司介紹 17

一、合資制制冷企業(yè)背景行業(yè)背景分析 17

二、公司介紹 17

3.2大連xx壓縮機(jī)有限公司研發(fā)中心薪酬現(xiàn)狀及問題分析 20

一、公司薪酬現(xiàn)狀 20

二、薪酬問題分析 23

第四章 大連xx壓縮機(jī)有限公司薪酬調(diào)整方案設(shè)計(jì) 24

4.1薪酬設(shè)計(jì)的流程及原則 24

4.2薪酬結(jié)構(gòu)設(shè)計(jì) 27

4.3職務(wù)評價 28

一、評價體系 28

二、職務(wù)評分 29

4.4崗位工資核定 30

二、確定薪值系數(shù) 30

三、確定崗位工資水平 31

四、崗位工資核定 33

4.5獎金核定 33

4.6福利規(guī)章制度 34

第五章 薪酬調(diào)整方案實(shí)施保障 36

5.1組織保障 36

5.2宣傳和反饋機(jī)制保障 36

5.3分步實(shí)施和培訓(xùn)保障 37

結(jié)    論 38

參考文獻(xiàn) 39

致    謝 43