浅析浙江A公司薪酬管理存在的问题与对策

XCLW53913  浅析浙江A公司薪酬管理存在的问题与对策  (字数：9266)

摘要

   企业之间的竞争说到底是人才的竞争，谁拥有了先进的高等级的技术人才和管理人才，谁就占领了竞争的制高点，谁就有胜算的把握。而人才的拥有和培育与企业的薪酬战略有着极为密切的直接关系。合理有效的薪酬体系不但能有效激发员工的积极性与主动性，促进员工努力实现组织目标，提高组织效益，而且能在人才竞争日益激烈的知识经济下吸引和保留住一支素质良好且有竞争力的员工队伍。

目前浙江A公司的薪酬管理制度并不是非常科学有效。本课题主要是分析公司薪酬管理的现状，提出了公司在薪酬方面存在的主要问题：1、薪酬制度没有透明化?2、薪酬级别设置不科学?3、薪酬管理过程缺乏沟通?4、对薪酬认识的混乱和操作中的误区?5、将薪酬视为公司的纯成本支出?6、忽视薪酬体系中的“精神激励”作用，分析了问题产生的原因，针对公司存在的问题提出了一些解决对策和建议：1、提高公司领导层对薪酬管理的新认识?2、建立“以人为本”的薪酬制度?3、建立职位薪酬体系?4、建立有弹性的、可选择的福利制度?5、引入监督机制，确保薪酬制度的有效实施?6、制定合理的薪酬计划?7、薪酬管理制度透明化、公开、公正?8、注重薪酬沟通，通过以上对策以期提高公司的薪酬管理水平和效率。

关键词： 薪酬管理  薪酬计划  薪酬体系 公平公正原则         

abstract

In the final analysis, the competition among enterprises is the competition of talents. Whoever owns advanced and high-level technical and managerial talents will occupy the commanding heights of competition, and who will have the assurance of success. And the possession and cultivation of talents has a very close direct relationship with the enterprise's salary strategy. Reasonable and effective salary system can not only effectively stimulate the enthusiasm and initiative of employees, promote their efforts to achieve organizational goals and improve organizational efficiency, but also attract and retain a well-qualified and competitive workforce in an increasingly competitive knowledge-based economy.

At present, the salary management system of Zhejiang * company is not very scientific and effective. This topic mainly analyses the current situation of the company's salary management, and puts forward the main problems existing in the company's salary: 1. the salary system is not transparent? 2. the salary level setting is not scientific? 3. the salary management process is lack of communication? 4. the confusion of salary understanding and misunderstanding in operation? 5. regard salary as the company's pure cost expenditure 6. Neglect the role of "spiritual incentive" in the salary system, analyze the causes of the problems, and put forward some countermeasures and suggestions to solve the problems: 1. Improve the new understanding of salary management by the company's leadership? 2. Establish a "people-oriented" salary system? 3. Establish a position salary system? 4. Establish a position salary system? Flexible and optional welfare system? 5. Introducing supervision mechanism to ensure the effective implementation of the compensation system? 6. Formulating reasonable compensation plan? 7. Transparency, openness and fairness of the compensation management system? 8. Emphasizing on compensation communication, through the above measures to improve the company's compensation management level and efficiency.

 

Key words: Salary management    Pay plan    Salary system    The Principle of Fairness and Justice

目录

一、绪论……………………………………………………………………………1

（一）课题研究的背景及意义……………………………………………… 1

（二）国内外薪酬研究现状的分析………………………………………… 1

（三）课题研究的方法和思路……………………………………………… 2

二、简述浙江A公司薪酬管理的现状………………………………………  3

（一）浙江A公司薪酬管理的简介……………………………………… 3

（二）浙江A公司薪酬管理的现状……………………………………… 3

三、简述浙江A公司薪酬管理存在的问题及原因分析……………………  4

（一）浙江A公司薪酬管理存在的问题………………………………… 4

（二）浙江A公司薪酬管理存在问题的原因分析……………………… 4

四、改进浙江A公司薪酬管理的解决对策……………………………………6

（一）针对浙江A公司薪酬管理存在问题的对策……………………… 6

结论…………………………………………………………………………………8

参考文献……………………………………………………………………………9