我國(guó)企業(yè)國(guó)際化進(jìn)程中的薪酬體系研究本科畢業(yè)論文(已修改)
2025-07-06 06:26 本頁(yè)面
【正文】 天津外國(guó)語(yǔ)大學(xué)本科畢業(yè)論文我國(guó)企業(yè)國(guó)際化進(jìn)程中的薪酬體系研究The Study on International Compensation System of Chinese Corporations學(xué)科專業(yè):____ _____ 學(xué)生姓名:_______ _______學(xué)生學(xué)號(hào):_______ ___ _ __指導(dǎo)教師:_________ __________定稿時(shí)間：______ _______我國(guó)企業(yè)國(guó)際化進(jìn)程中的薪酬體系研究摘 要 薪酬制度是現(xiàn)代人力資源管理體系的重要組成部分，直接決定企業(yè)在當(dāng)今知識(shí)經(jīng)濟(jì)和經(jīng)濟(jì)全球化時(shí)代所獲得的人力資源和生存空間。企業(yè)越來(lái)越重視建立科學(xué)有效的薪酬體系，以應(yīng)對(duì)日益激烈的全球化商業(yè)競(jìng)爭(zhēng)。隨著我國(guó)加入WTO，我國(guó)企業(yè)的跨國(guó)經(jīng)營(yíng)活動(dòng)開(kāi)始迅速發(fā)展。在國(guó)際化進(jìn)程中，由于不同國(guó)家和地區(qū)文化背景的不同，成功的國(guó)際化人力資源管理成為企業(yè)贏得競(jìng)爭(zhēng)力的核心，而完善的國(guó)際化薪酬體系則是其重中之重。論文從加強(qiáng)我國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系建設(shè)的需要出發(fā)，分析了薪酬體系的結(jié)構(gòu)，結(jié)合相關(guān)理論分析了企業(yè)國(guó)際化進(jìn)程中薪酬體系的目標(biāo)和特征，以及我國(guó)企業(yè)在國(guó)際化進(jìn)程中薪酬體系存在的主要問(wèn)題。最后，論文提出了我國(guó)企業(yè)在國(guó)際化進(jìn)程中薪酬體系的設(shè)計(jì)策略和構(gòu)建實(shí)施方針，為我國(guó)企業(yè)更好地適應(yīng)全球化競(jìng)爭(zhēng)指明了方向。關(guān)鍵詞：國(guó)際化；薪酬；薪酬體系；本土化 ABSTRACT Compensation system is an important part of modern human resource management. In this time of knowledge economy and economy globalization, it directly decides what human resource and living space an enterprise can obtain. In order to deal with the more and more intense global business petition, enterprises have paid more and more attention to establish a scientific and applicable pensation system. After China joined the World Trade Organization, Chinese multinational business activities have got a rapid development. In the globalization process, the successful international human resource management has been the core petitiveness of the enterprise because of the various cultures in different countries and areas, and a perfect international pensation system is one of the most essential ponents of this core. Aiming at improve the establishment of international pensation systems of Chinese enterprises, this paper analyzes the pensation structure and goals and characteristics of the pensation system during globalization based on relevant theories. After that, it raises the main problems of Chinese enterprises’ pensation system during their globalization process. At last, some suggestions are made in this paper to design and establish a better pensation system for Chinese enterprises stepping into the global market. Key words: Globalization。 Compensation。 Compensation System。 LocalizationII目 錄第一章 緒論…………………………………………………………1 研究問(wèn)題及其背景………………………………………………………1 研究目的及意義…………………………………………………………2 論文研究方法……………………………………………………………2第二章 企業(yè)薪酬體系基本概念及理論……………………………3 薪酬的概念及其演變……………………………………………………3 薪酬的激勵(lì)機(jī)制…………………………………………………………3 薪酬體系的架構(gòu)特征……………………………………………………4第三章 企業(yè)國(guó)際化進(jìn)程中亟待解決的薪酬體系相關(guān)問(wèn)題………5………………………………5 企業(yè)國(guó)際化進(jìn)程中薪酬體系的特征……………………………………6第四章 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系現(xiàn)狀及問(wèn)題……………7 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬管理環(huán)境分析……………………………7 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系現(xiàn)狀…………………………………8 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系存在的問(wèn)題…………………………9第五章 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系設(shè)計(jì)策略及構(gòu)建………10 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系設(shè)計(jì)策略……………………………10 中國(guó)企業(yè)國(guó)際化進(jìn)程中薪酬體系的構(gòu)建………………………………11第六章 結(jié)論…………………………………………………………15參考文獻(xiàn)………………………………………………………………17我國(guó)企業(yè)國(guó)際化進(jìn)程中的薪酬體系研究第一章 緒論 研究問(wèn)題及其背景 20世紀(jì)80年代以來(lái)，全球化趨勢(shì)下世界經(jīng)濟(jì)市場(chǎng)競(jìng)爭(zhēng)愈發(fā)激烈，人才全球流動(dòng)，人力資源成為管理的核心，關(guān)鍵人才成為競(jìng)爭(zhēng)的優(yōu)勢(shì)，企業(yè)管理正在經(jīng)歷巨大轉(zhuǎn)變，跨國(guó)經(jīng)營(yíng)成為融入全球化的重要戰(zhàn)略之一。根據(jù)聯(lián)合國(guó)《2004世界投資報(bào)告》的統(tǒng)計(jì)，目前全球有跨國(guó)公司61000家，外國(guó)直接投資總存量達(dá)到7萬(wàn)億美元。在發(fā)達(dá)國(guó)家的跨國(guó)公司越來(lái)越多地涌入發(fā)展中國(guó)家的
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