人力资源管理毕业论文 宽带薪酬在我国中小企业中的应用.docVIP

 毕业论文 题目： 宽带薪酬在我国中小企业中的应用 作 者 届 别 2009届 系 别 经济与管理系 专 业 人力资源管理 指导教师 职 称 副教授 完成时间 2009年5月15日 摘 要 宽带薪酬作为一种新型的薪酬模式备受国内企业关注。实施宽带薪酬必须具备一定的条件，包括要建设绩效导向型的企业文化和科学的绩效管理体系、有明确的人力资源战略、有积极参与型开放型的管理风格以及有扁平型的组织结构。对我国中小企业而言，宽带薪酬有利于打破传统薪酬结构所维护和强化的等级观念、有助于职位轮换、能引导员工重视个人技能的增长和能力的提高等等。但宽带薪酬在中小企业中应用也存在一些局限，比如许多中小企业中不存在与绩效考核理念相容的企业文化、难以建立科学的绩效管理体系、没有人力资源战略等等。因此，中小企业在应用宽带薪酬时，可以根据自身组织结构的特点局部采用宽带薪酬制，同时要制定完善的培训体系进行宽带内横向职位的轮换、完善绩效考核制度构建通达顺畅的沟通机制，这样才能使宽带薪酬更好的应用于中小企业之中。 关键词：宽带薪酬；薪酬管理；中小企业 Abstract Broad banding as a new wide-pay model has been payed much attention by the domestic enterprises. The requirements of implementation of broad banding include building performance-oriented corporate culture and science of performance management system, having a clear human resources strategy, having a positive open participatory management style and organizational structure of flat. In terms of Chinas small and medium-sized enterprises, broad banding will help to break of the hierarchy conception which is upholded and strengthened by the traditional salary structure, contribute to the rotation of the occupations, guide the Staff to pay great importance to the growth of the personal skills and capabilities and so on. However, there are some limitations about broad banding applications in small and medium enterprises. For example, many small and medium-sized enterprises do not have the performance-oriented corporation culture which is compatible with the concept of performance appraisal, have difficulties to establish a scientific system of performance management, do not have the human resources strategy.Therefore,small and medium-sized enterprises can apply the broad banding system locally in accordance with their own organizational structure and characteristics and at the same time to improve the performance appraisal system and con