天恒泰公司的薪酬管理

论文编号:GS072  字数:21038,页数:29，有外文翻译

摘  要
 薪酬管理在企业经营中起着发展不可忽视的作用。企业薪资管理工作的基本目的是最大限度地调动员工的工作积极性,为企业创造经营效益。企业和员工之间的基本关系是劳动聘用关系，通过岗位职责的履行和劳动工资的支付来实现。职位是员工的工作表现或者业绩评估的基础，实际上工资标准的制定和工资结构都是围绕着职位来展开的。
 企业要做到员工之间的工资平衡就要有一个很好的工资结构。而合理的工资结构应该是公平的结构，能够做到相对公平。这种结构要覆盖所有的员工，不能只解决某些人或者几个职位的问题，只有这样才不会碰到或者尽可能地减少各种各样的矛盾。
 员工总体报酬在企业的薪资管理中非常重要。目前国内的企业除了支付给员工日常工资外，大概还有日常工资的50%是花在员工身上的各种福利费用，比如说交通、伙食补贴、住房福利等。但是如果员工感觉不到这些，就肯定不会起到积极作用。做薪资管理工作就要把这些员工感觉不到的福利变成一种真正激励员工的薪资。企业花在员工身上的每一分钱，都要让员工感觉到是对员工的回报，这样才能起到对员工的激励作用。这是做薪资管理工作的一个目的。
 
关键词：企业经营，薪酬问题，报酬

Abstract
 The salary management in business development plays a significant role. The basic purpose of enterprise salary management is to mobilize to the maximum staff enthusiasm for work, created operating efficiency for the enterprises. The basic relation of business enterprise and employee is to labor an employment relation, implementing and laboring wages to pay to carry out through a post job. The post is the employee's work performance or accomplishment valuation of foundation, actually wages standard of all of establishment and wages structures are around post to launch.
 Business enterprise's needing to attain the wages balance of the employee's will have a good wages structure. But the reasonable wages structure should be a fair structure, can attain opposite equity. This kind of structure wants to overlay all employees, can't the problem which resolve some persons' perhaps a few posts, only have so just will not run into perhaps reduce the antinomy of various each kind possibly.
 Staff remuneration in the overall enterprise management of the salary is very important. Currently local business enterprise in addition to paying to the employee's daily wages, probably still have 50% of daily wages is a flower various welfare expenses say transportation, the meals subsidy, housing welfare...etc. for example on employee's body. But if the employee could not feel these, affirm will not rise positive effect. To do a salary management a work will could not feel these employees of the welfare become a kind of real encourage the employee's salary. The business enterprise flower is on employee's body money, all want to let the employee feel is the repay to the employee, thus then can have already encouraged employee a function. This is a purpose of the salary management.
 
 Key words: The business enterprise management, the salary problem, remunerates

目      录
1  绪论………………………………………………………………………………………1
  1.1  题目背景及目的……………………………………………………………………1
  1.2  企业管理与薪酬管理的意义………………………………………………………1
  1.3  题目研究方法………………………………………………………………………2
  1.4  论文构成及主要内容………………………………………………………………2
2  天恒泰公司薪酬体制存在的问题………………………………………………………3
  2.1  天恒泰公司的背景…………………………………………………………………3
  2.2  房地产行业的现状…………………………………………………………………3
  2.3  天恒泰的薪酬体制体现的问题……………………………………………………4
  2.3.1  薪酬设计与操作的程序不够公平透明……………………………………4
  2.3.2  公司薪酬水平与外部市场不均衡…………………………………………5
  2.3.3  薪酬设计缺乏战略导向原则的指导………………………………………5
  2.3.4  薪酬设计算方法陈旧………………………………………………………6
  2.3.5  未能建立全面薪酬制度……………………………………………………6
  2.3.6  员工薪酬晋升通道单一……………………………………………………7
3  对天恒泰的薪酬问题进行分析…………………………………………………………8
  3.1  家族式企业文化的影响……………………………………………………………8
  3.2  缺乏现代企业薪酬管理理念方法与技术…………………………………………9
  3.3  将薪酬纯粹看作为企业的成本和费用支出………………………………………10
  3.4  没有在公司和职员两个不同立场研究薪酬………………………………………10
  3.5  对人力资本与传统资本增长的互动关系认识不足………………………………12
 3.6  缺乏与薪酬配套制度有效的考核制度……………………………………………12
4  天恒泰该如何做好企业的薪酬管理工作………………………………………………14
  4.1  薪酬体系设计应遵循的基本原则…………………………………………………14
  4.2  建立以人力资本为核心对象的薪酬管理体系……………………………………16
  4.3  公司应努力摆脱家族式管理模式的束缚…………………………………………16
  4.4  确立人力资本与传统资本互动增长的关系………………………………………17
  4.5  企业薪酬设计透明化，保证程序公平……………………………………………18
  4.6  将“内在薪酬”作为薪酬管理创新的重要领域……………………………………18
  4.7  员工多通道生涯与宽带薪酬设计相结合…………………………………………20
  4.8  综合使用多种薪酬计量方法………………………………………………………22
5  天恒泰公司发展的展望…………………………………………………………………24
  5.1  现代企业薪酬制度的变化及特点…………………………………………………24
  5.2  天恒泰公司的发展目标……………………………………………………………25
结论…………………………………………………………………………………………27
参考文献……………………………………………………………………………………28
致谢…………………………………………………………………………………………29

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