薪酬体系论文：教育集团公司薪酬设计研究.docVIP

薪酬体系论文：Z教育集团公司薪酬设计研究 【中文摘要】在最近的几年中,人力资源管理逐渐被提升到了企业战略的高度,企业的竞争慢慢演变成人才的竞争。如何吸引优秀员工、留住优秀员工,并最大限度的发挥员工的潜能是企业面临的重要问题,而站在员工的角度,薪酬不仅是他们维系生活的保障,也是企业对其价值的一种评价和认同。因此薪酬体系的设计逐渐成为企业人力资源管理工作的重心。在现代的薪酬管理理念中,薪酬不再单纯的作为企业的成本而存在,他已经与企业的人力资源战略发展要素紧密的联合起来。企业的薪酬制定一定要以公司的总体发展战略为导向,用激励的手段去牵引员工的行为,塑造员工的工作态度,在企业能够承受的薪酬预算范围中,最大程度的去吸引、留住、激励企业的核心人才。本文运用实证案例分析方法,以Z教育集团公司为例,通过文献查阅,资料分析,问卷调查等方式对Z公司现有的薪酬体系进行分析,找出其所存在核心问题。我们发现Z公司所存在的主要问题是没有用科学的方法对每个岗位进行岗位评价,从而无法科学的确定岗位价值与岗位工资,以及薪酬没有把员工的绩效与企业的战略目标连接起来。作者根据Z公司的实际情况,通过科学的研究方法对企业的薪酬结构进行改良,为企业的薪酬改革提供了有力的理论支撑,并且通过新的薪酬体系的实施,企业能够吸引核心员工,并且大力发挥了他们的工作积极性和创造性,进一步的增强了企业的人才竞争力,最终实现了公司和职工的双赢。 【英文摘要】Human resource management is now regarded as one of the crucial strategies of a business, and the competence of a business is largely dependent on that of its staff, which urges the business to think of ways to attract prospective employees, retain qualified staff, and encourage them to bring their potential into full play. As far as the employees are concerned, salary is not only a guarantee for their daily life but a reflection of their value recognized by the business. Therefore, salary management has gradually become the nucleus of human resource management. In the light of modern salary management theory, salary is not only part of the business cost but an indispensable element of a business’s human resource strategy. It is supposed to consist with the overall development of a business, and plays a vital role to draw, retain and motivate the staff.Taking education group company Z as an example, this paper analyzes its salary system by means of literary analysis and questionnaires to locate the existing problems. The findings suggest that the company doesn’t appraise each post in a scientific way, thus failing to establish the value of each post and the correspondent salary, and that the salary of the staff is not associated with the overall strategic objectives of the business. Based on the research and relevant theory, the paper sets out to upgrade the company’s