薪酬職业论文.docVIP

摘 要 随着市场经济的不断发展，企业之间的竞争逐渐演化为人才的竞争，如何留住人才，除感情留人因素外，主要还是薪酬留人。所以，薪酬结构设计合理与否，会直接影响到企业的效益和发展。 通过在中石化下属企业实习调研发现，即使是在国有大企业也存在薪酬体系设计需完善和不合理的问题，从而影响到员工的积极性。为此在查阅了相关资料及对公司的现状充分调研基础上，对该公司薪酬体系上所暴露出的不足进行分析，并探索改进的方法。最终得出对员工影响比较大的因素可以公平理论加以解释，所以选择公平理论作为此次研究的理论基础。 本文在对公平理论进行研究的基础上，对薪酬管理不公平性进行分析。找出企业现有的薪酬制度中存在的问题，结合实际情况，探讨并完善了中石化下属某公司通过薪酬激励，保证公平性，激发企业员工积极性，达到稳定内部结构的策略。 【关键词】 岗位评价 公平理论 薪酬体系 Abstract With the continuous development of increasingly fierce competition among enterprises. talents competition finally bacome the target in the fierce competition , How to gain competitive advantage, then, is an important business issue facing. In addition to taking feeling factors to adopt talents, we usually have to use remuneration, so the reasonable degree about the structure of salary designing will directly affects the benefit of the enterprise and its development. Through surveying in Sinopec enterprise, I found that, there are more or less problems of compensation designing system even in the large state-owned enterprises, which need to be improved and unreasonable, affecting the enthusiasm of the staff. So I analyze the shortages of the company compensation system after reading lots of relevant information and full investigation, and try to explore the method of improvement. Finally obtain the result that the effects which affecting the enthusiasm of the staff can be explained by the theory of fairness, so I try to take the theory of fairness as the theoretical basis of this research. In this paper, we will discuss based on the theory of fairness, and analysis about the unfairness of the compensation management. Find out the problems existing in the remuneration system, combined with the actual situation, to explore and improve the fairness of the incentive strategy, to inspire the enthusiasm of employees, finally to achieve the internal stability. Keywords Group equity theory salary system 目 录 摘 要 I Abstract II 第1章 绪论 1 1.1问题探讨背景 1 1.2目的与意义 1 1.3内容