江苏鑫鹏建设科技有限公司薪酬体系优化设计.pdfVIP

摘 要 江苏鑫鹏科技建设有限公司从一开始成立时的20几个人的小微企业发展到 具有300多人的中等规模民营企业，这一路走来来之不易。艰辛的发展道路使得 创始人更加注重时刻以生产为中心，不断在扩大生产经营上下功夫，而对员工成 长及企业文化方面则是 “得过且过”，成立至今， 薪酬的管理依然是简单、粗 放、没有量化、依老板 “心意”的，没有一套完整、规范的薪酬制度及体系。这 已经不能适应企业发展的需要，另外，特别是一线员工和核心人员离职率居高不 下，为了能够实现公司稳步扩张的战略，薪酬优化已经“箭在弦上、不得不发”。 本文主要从五个方面进行了研究。一是充分了解市场大环境和课题的背景， 明确研究的内容“有的放矢”、研究的方法科学得当；二是运用文献分析法熟识 并能够运用国内对薪酬体系、薪酬体系设计及影响因素、激励理论等对薪酬设计 相关理论；三是利用问卷调查、访谈等分析目前鑫鹏公司的所面临的的问题并找 到薪酬满意度不高的原因；四是针对鑫鹏公司的薪酬体系，分析出的问题及动因 进行优化改良设计，制定优化的建议和方案，提出实施要点；五是总结分析，得 出结论，并阐述研究不足。 通过优化薪酬结构，确定薪酬体系，发挥薪酬的激励作用，提升鑫鹏公司薪 酬满意度和工作效率，激发职工干事创业的激情，更好的实现公司战略。 关键词：薪酬体系；岗位评价；薪酬设计；民营企业 I Abstract Jiangsu XinPeng technology construction co., ltd. has grown from a small and micro enterprise with more than 20 employees to a medium-sized private enterprise with morethan 300 employees.Hard theroad of development makesthe founder,pay more attention to time in production as the center, continuously expanding the production and business operation, and for employee growth and corporate culture is muddle along, since its establishment, the management of compensation is still simple, extensive, no quantitative, in accordance with the boss mind, there is no a set of complete and standard compensation system and the system. This has not been able to meet the needs of enterprise development. In addition, especially the high turnover rate of front-line employees and core personnel, in order to realize the companys strategy of steady expansion, compensation optimization has been on the wayand hastobedone. This paper mainly studies from five aspects. One is to fully understand the market environment and the background of the subject, clear research content targeted, scientific research methods appropriate; Second, I am familiar with and able to apply domestic theories related to salary design such as salary system, salary system d