S通用航空公司核心岗位的战略薪酬设计研究工商管理专业论文.docxVIP

摘 摘 要 Abs Abstract I I II II 摘 要 在经济全球化和市场竞争不断加剧的今天，企业间的竞争更多的体现在人才 之间的竞争。吸纳、留住企业所需人才，充分发挥企业现有人才的潜力成为现代 企业立足之本、发展之基。能够发挥重要激励约束作用的薪酬管理是企业管理的 重要组成部分，如何建立一套科学、实用、行之有效并服务于企业战略的薪酬体 系，实现薪酬效能的最大化，保证企业人力资源的竞争优势，是当代企业尤为关 注的问题。 本文在阐述了薪酬和战略薪酬的理论基础上，首先介绍了通用航空的现状、 市场规模、效益及发展机遇，然后介绍了 S 通用航空公司的概况，在对 S 通用航 空公司情况分析的基础上，对其核心岗位员工进行了研究与界定，系统深入分析 了核心员工的特点及需求。 论文分析了 S 通用航空公司核心岗位员工飞行员、市场营销人员的薪酬现状， 针对存在的问题进行了重点剖析，提出了建立绩效并结合岗位的战略薪酬制度的 建议。 S 通用航空公司核心岗位员工战略薪酬体系设计的思路是构建绩效并结合岗 位的薪酬制度。薪酬体系构建要坚持公平、激励、遵循历史、竞争原则，主要内 容是进行岗位分析、设计、评价，提出了核心员工飞行员、市场营销人员的战略 薪酬体系构建方案及其配套制度。 通过本文的研究，为解决 S 通用航空公司人力资源管理存在的问题提供借鉴 思路及切实可行的解决办法，为企业吸引、留住及培养人才搭建了一个制度平台， 从而更好的为实现企业战略服务。 关键词：通用航空公司 核心人员 战略薪酬 Abstract Economic globalization and growing competition in the market today, competition among enterprises more reflected in the talent competition between. Attract and retain qualified personnel business needs, give full play to the potential of existing talent company become a modern enterprise foothold, the development of the base. Can play an important role Incentive Compensation Management is an important part of business management, how to establish a scientific, practical, effective and service pay system in corporate strategy to achieve the maximum performance pay to ensure competition in Human Resources advantage of contemporary business issues of particular concern. This paper, the performance, remuneration and compensation strategy based on the theory, first introduced the status of general aviation, market size, efficiency and development opportunities, and then introduced the S profile of general aviation, general aviation in the S on the basis of situation analysis its core staff positions has been studied and defined, the system in-depth analysis of the characteristics and needs of key employees. This paper analyzes the S general aviation pilots core staff positions, marketing staff pay status, the existing problems were focused on analysis, to establish a strategic position and the combination of performance pay