基于双因素理论的A公司薪酬优化设计-工商管理专业论文.docxVIP

万方数据 万方数据 摘 要 A 公司是一个以港口装卸、仓储及水路运输代理为主营业务的国有公司制物流企 业。近几年由于物流行业发展迅猛，行业内部竞争越来越激烈，导致 A 公司的经营 利润一再被压缩。目前，A 公司的人力成本居高不下，而业务量处于稍微下滑趋势， 经公司初步调研发现，其主要原因是原有的薪酬管理体系与营业收入和营业成本挂钩 不紧密，导致员工积极性不高，在工作中浪费成本的现象较多。因此，A 公司对其薪 酬管理体系优化势在必行。 双因素理论认为，保障因素和激励因素是员工薪酬管理的两个方面。对于 A 公 司来讲，优化薪酬体系，亟待建立一套涵盖保障因素和激励因素的薪酬确定和实施制 度。A 公司目前的薪酬机制中，员工薪酬组成为三个方面：保底工资、绩效工资和福 利工资。其中，保底工资和福利工资作为员工工作的保障因素，保障了员工日常情况 下的基本生活水平，以及在退休、生病、生育等特殊状况下的生活水准不降低，本文 将其归为―保障性薪酬‖。而绩效工资与员工的工作绩效直接挂钩，起到激励员工努力 工作、提高绩效的作用。本文针对该公司薪酬管理体系中的保底工资、绩效工资和福 利工资这三项进行了优化，并建立了奖励机制和股权激励机制，目标是建立―同工同 酬，机会均等‖的薪酬管理体系。 本文优化设计的薪酬管理体系对于解决该公司目前薪酬管理存在的问题有着直 接的现实意义，对于其他同行业的公司也有一定的参考价值。 关键词：薪酬管理；保障性薪酬；激励性薪酬 I II Abstract A company is one of the port loading and unloading, storage and shipping agent for the main business of state-owned corporations logistics enterprises. In recent years due to the fast development of logistics industry, industry increasingly fierce competition, leading to A companys operating profit is compressed again and again. At present, the human cost of A company is high and the volume is in A slightly downward trend, the company preliminary investigations, it was found that the main reason is the original compensation management system linked to revenues and operating cost is not tight, lead to employees enthusiasm is not high, the phenomenon of waste cost more in work. Therefore, company A optimization of its compensation management system is imperative. Two-factor theory, security factors and incentive factors is the two aspects of employee compensation management. For A company, optimize the compensation system, to set up A security factors and incentive pay determine and implement the system. The current compensation mechanism, A company of employee compensation for three aspects: guaranteed salary, performance salary and welfare salary. Among them, the guaranteed salary and welfare salary as an employee job security factors, guarantee basic living standard of the staff daily circumstances, and in retirement, illness, maternity an