中国人寿保险有限公司薪酬管理研究.docx

辽宁省高等教育自学考试 辽宁省高等教育自学考试 段) 公司管理 公 司 专业(本科段) 管 理 专业 (本科 东北大学 东北大学 毕 业 设 计(论 文) 毕 业 设 计(论 文) 设计题目 : 中国人寿保险有限公司薪酬管理研究 设计题目 :大连东方农庄有限公司人2才0流1失5问研究8 月 助学单位 沈阳市尚文教育培训学校 姓 名 陈力萌 准考证号 011314108059 指导教师 I 摘 要 薪酬管理是人力资源管理乃至整个企业管理的核心内容之 一，不仅涉及企业的经济核算与效益，而且与员工切身利益息息 相关。薪酬管理的核心问题是如何科学、合理地根据员工对组织 的贡献来确定员工的薪酬差别，制定公平、公开、公正的薪酬制 度。薪酬是现代文化单位不可或缺的竞争和激励手段，科学的薪 酬体系对外具有竞争力，对内体现公平性、合理性。我国企业长 期以来却一直将薪酬管理或者说企业内部收入分配问题当成一个 独立的系统对待，再加上我国市场化深度不够，尤其是劳动力市 场发育不完善，以及企业人力资源系统发育不成熟，造成我国企 业在薪酬管理方面总是处于四处救火状态。 因此，通过对薪酬的基本理论的解析，分析中国人寿保险公 司薪酬管理存在的问题，并提出相应的建议或解决问题的办法。 关键词：薪酬管理 问题 对策 II Abstract Compensation management is one of the core content of human resource management of the whole enterprise management, not only to the economic accounting and efficiency of enterprises, but also with the vital interests of employees is closely related to the problem of compensation management core Europe is how to scientifically and rationally, according to their contribution to the organization to determine the difference between the salaries of employees, to develop a fair, open, fair compensation system. Compensation is an integral part of modern culture unit of competition and incentive means, scientific salary system of international competitive, fairness, rationality of the inner. Chinese enterprises have long been the salary management or corporate internal distribution of income as an independent system treatment, coupled with Chinas market depth is not enough, especially in the labor market development is not perfect, and the enterprise human resources system development is not mature, resulting in Chinas business is always in a state of fight fires in the salary management. Therefore, by analyzing the basic theory of compensation, analysis of the existing Chinese life-insurance company compensation management problems were analyzed, and put forward the corresponding suggestion or solution to the problem.