1、 本科毕业论文（设计） 题 目 某企业薪酬体系设计研究 学 院 商学院 专 业 人力资源管理 班 级 学 号 嘉兴学院人力资源管理专业 2009 届本科生毕业论文(设计) 摘摘 要：要：在现代企业人力资源管理中，薪酬管理是非常重要的内容。企业要 留住人才， 必须要提供给员工有市场竞争力的薪资。 企业薪酬体系设计的 “和谐” 推动力来自于其公平性的真正体现。因此，企业在进行薪酬体系设计时应建立起 一个对内相对公平， 对外有竞争力的薪酬体系。 本文以某企业的实际情况为背景， 通过分析企业现有薪酬体系存在的问题， 利用人力资源管理中薪酬设计的相关理 论，对该企业进行薪酬体系设计。 本文重点探讨了企业
2、岗位评价的具体操作方法并对企业薪酬构成进行了设 计。首先，根据企业的发展阶段和发展战略，制订公司的薪酬策略；通过工作分 析和岗位评价重新划分企业职能等级，确定岗位工资，确保薪酬方案具有内部公 平性； 通过薪酬调查， 了解外部薪酬水平， 增强企业市场竞争力； 通过计件工资、 岗位绩效工资、奖金等薪酬构成的设计，使员工的薪资与公司效益和个人业绩挂 钩，提高员工的工作积极性；通过试行后的修订，使薪酬方案在实施过程中不断 得到完善。 关键词：关键词：薪酬体系；岗位评价；竞争性 Abstract: Compensation management is very important content in
3、the modern enterprise management of human resource, Enterprises must provide competitive salary if they want to retain talent. The “harmonious“ impetus of enterprise salary system design drive from the true embodiment of its fairness. Therefore, enterprises should establish a system design which is
4、a relatively fair one that are internal and external competitive salary system. This paper that is based on the actual situation of an enterprise, through the analysis of the problems in the system of current existing salary system and utilize the relevant theories of human resources management. The
5、n make a salary system design for the enterprise. This article focuses on the specific methods in operation of corporate job evaluation and design composition of salary. First, according to the development stage and developing strategies of the company ,it design the companys compensation strategy;
6、through job analysis and job evaluation functions re-classified business classes, job wages, to ensure the remuneration package with internal equity; through salary surveys to know the external pay levels then enhance competitiveness; by the design of piece rate, job performance pay, bonuses and other compensation consisting, to link employee pay ,company benefits, and individual performance ,then improve the sta
