廣州盛達公司薪酬管理存在的問題與對策(已修改)
2024-12-02 16:47 本頁面
【正文】 畢業(yè)設(shè)計（論文） 題目 ： 廣州盛達公司薪酬 管理存在的 問題與對策 第 1 頁 共 11 頁 摘要： 企業(yè)之間的競爭日趨激烈，企業(yè)重要的資源是什么 ？ 誰能成為競爭者中的勝者 ？ 說到底，企業(yè)競爭就是人才的競爭，是人力資源綜合素質(zhì)的競爭，而薪酬管理是現(xiàn)代企業(yè)人力資源管理的核心內(nèi)容，其激勵作用不可忽視，合理有效的薪酬體系不但能有效激發(fā)員工的積極性與主動性，促進員工努力實現(xiàn)組織目標(biāo)，提高組織效益，而且能在人才競爭日益激烈的知識經(jīng)濟下吸引和保留住一支素質(zhì)良好且有競爭力的員工隊伍。 但是，目前廣州盛達公司的薪酬管理制度并 不是非?？茖W(xué)有效。本課題主要分析公司薪酬管理的現(xiàn)狀，提出了公司在薪酬方面存在的主要問題 ： 薪酬制度沒有透明化 薪酬級別設(shè)置不科學(xué) 薪酬管理過程缺乏溝通 對薪酬認(rèn)識的混亂和操作中的誤區(qū) 將薪酬視為公司的純成本支出 忽視薪酬體系中的“精神激勵”作用 ，分析了問題產(chǎn)生的原因，針對公司存在的問題提出了一些解決對策和建議 ： 提高公司領(lǐng)導(dǎo)層對薪酬管理的新認(rèn)識 建立“以人為本”的薪酬制度 建立職位薪酬體系 建立有彈性的、可選擇的福利制度 引入監(jiān)督機制，確保薪酬制度的有效實施 制定 合理的薪酬計劃 薪酬管理制度透明化、公開、公正 注重薪酬溝通 ， 通過以上對策 以期提高公司的薪酬管理水平和效率 。 關(guān)鍵詞： 薪酬管理 薪酬 體系 公平原則 Abstract With the pany39。s increasingly petitive. What is the important resource of enterprises. Who can be the winner of the petitors? After all, the enterprise petition ability is the petition, it is human resources prehensive qualities of petition, and is modern enterprise salary management of human resource management, the core content, incentive effect of reasonable and effective pensation system can not only effectively motivate their enthusiasm and initiative, promote the staff to achieve anizational goals, improve the anizational efficiency and growingly intense in knowledge economy, attract and retain a good quality and petitive team. At present, the pany of guangzhou shengda salary management system is not very scientific and effective. This subject mainly analyzes the pany salary management present situation, proposed the pany 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 munication. Fourth, Salary and operation of the understanding of chaos. Fifth, the pany will pay as pure costs. Sixth, ignore the spiritual incentive pensation 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 peopleoriented pensation system. Third, establish position pensation 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 pensation plans and management system, salary transparency, openness and fairness. Seventh, pensation management system, transparency, openness and fairness. Eighth, pay attention to salary munication. Through the above measures to improve the pany39。s salary management level and efficiency. Key words: Compensation Management Salary system Fairness Doctrin 目 錄 緒論 1
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