A事业单位改制转企过程中薪酬优化的研究.pdfVIP

摘要 我国事业单位转企业制的企业中薪酬系统的改革是一个系统工程，并且遇到的问题多 种多样，目前仍然没有一套被普遍使用的规范和合理的薪酬管理方案。A 集团公司作为改 制转企的企业之一虽然在薪酬管理方面积累了很多经验，但仍存在着许多问题，缺乏市场 竞争力，结构不合理，矛盾越来越突出，激励的作用不能得到充分发挥。因此，设计科学 合理的薪酬体系，提高企业的经营管理能力，降低企业的人力成本，增强企业的盈利能力 至关重要。 本文在较为系统的研究薪酬管理理论的基础上，结合A 集团公司的实际情况，分析了A 集团公司由事业单位转为企业后的薪酬管理问题，指出了对内缺乏公平性，对外缺乏竞争 性，激励性不足、平均主义等是公司薪酬管理存在的主要问题，并从基础性工作薄弱、政 策限制、经营者理念、历史原因等方面入手分析了公司薪酬管理存在问题的原因。 通过对公司现有岗位重新梳理，进行岗位评估等基础性工作，搭建公司薪酬管理的基 础平台，提出了高管、部门负责人、员工的薪酬改进方案，最终形成以岗位分析为基础的 薪酬管理体系。同时，探讨了改进公司薪酬体系的配套措施，优化了分公司的浮动薪酬分 配方式。 关键词：薪酬管理、事业单位转制 2 Abstract When the institutions reform to enterprises, the salary system reformation is a systematic project, which still has not a widely used set of norms and reasonable compensation management way at present. Although Group A has accumulated a lot of experience in salary management, it still has many problems, the compensation is lack of competitiveness in the market, the irrational structure, more and more prominent, incentives cannot be fully realized. Therefore, the scientific and reasonable compensation system, improve business management, reduce the labor costs, and enhance the profitability of enterprises is essential. The paper is based on the basic theory of salary management and Group A’s management and operation practice ， constructs a targeted compensation management scheme. The paper point out that lack of internal fairness and external competition, has insufficient incentive are the main problems, it analyzed the reason to the problems from different aspects of the weak basic management, the limited policy, and the managers’ thinking. Through analyzing the current work and evaluating the positions, we set up the compensation management foundation, proposed the executives of classifications.