人力资源方案设计_薪酬管理

摘要

21世纪是人才竞争的世纪，拥有高素质的员工成为企业决胜市场的关键。而具有激励性和竞争力的薪酬对于吸收和留住人才、并发挥员工积极性具有重要的意义。薪酬体系设计会关系到每位员工的切身利益，直接影响着员工工作的积极性和稳定性。

本文通过介绍华夏银行大道支行（简称华夏支行）的薪酬现状,深入分析薪酬体系目前存在的问题并剖析其问题出现的原因，进而建立起基于岗位分析与绩效量化考核的全新薪酬体系，做到合理地定岗定薪与合理地拉开员工之间的薪酬差异，从而充分发挥薪酬积极的作用，激励人才、吸收人才和留住人才。

本文主要分为四个部分。第一部分是绪论，介绍薪酬体系设计的研究背景及目的、研究方法和国外企业运用薪酬体系的实践经验。第二部分是进行华夏银行支行的薪酬管理现状分析。第三部分探讨现有薪酬体制存在的问题及其原因。第四部分则是针对支行现有薪酬体系存在的问题，进行薪酬体系的改进设计。

薪酬体系设计是动态变化，它会受到方方面面因素的影响，如受到经济环境、企业发展战略、员工自身等因素的影响，没有完美的模式。因此，当市场薪酬水平和薪酬结构发生变化时，企业也要根据其发展战略对薪酬水平和结构做出相应的改变。本文的研究是力图真正解决该企业薪酬管理中存在的问题，节约人力成本、激励员工，促使员工改进工作，吸引企业需要的人才，留住核心人才，从而在人才竞争中保持优势。

关键词：薪酬体系，激励，改革方案，薪酬设计

ABSTRACT

The twenty-first Century is the century that the talent competes, with high-quality staff to become the enterprise market success key. And the incentive and competitive salary is very important for absorbing ,retaining talent, and play the enthusiasm of the staff . Compensation system design will be related to the vital interests of every employee, directly affect the employee's enthusiasm and stability.

This paper Mainly introduces the Huaxia Bank Guangzhou Branch Road ( referred to as Huaxia branch bank ) compensation status, deeply analyze the salary system existing problems and the reasons , and in order to build the new salary system which bases on job analysis and performance appraisal of salary ,meanwhile make it reasonable give post salary and pull open difference between employee compensation differences, thereby give full play to the positive role of absorbing talent, retaining talent and encouraging talents.

This paper is mainly divided into four parts. The first part introduces the design of compensation system about the research background and purpose, research methods , domestic and foreign enterprises for using the compensation system of practical experience. The second part will analyze the current compensation management of the Bank of Huaxia Branch.The third part explores the existing salary system about problems and causes. The fourth part introduces designing a new salary system in order to solve the branch of the existing problem of the current salary system.

Compensation system design has a dynamic change which will be affected by aspects of factors, such as the economic environment, the enterprise development strategy, staff themselves and other factors, And there is no perfect model. Therefore, when the market salary level and salary structure change, The enterprise should have corresponding changes according to its development

strategy on the compensation level and structure. This paper tries to solve the enterprise salary management problems, saves manpower cost, motivate staff for improvement, and attract core talent, so as to keep competitive advantage. Keywords: salary system，encourage，reform plan，salary design

目录

1 绪论 (1)

1.1题目背景与目的 (1)

1.2国外研究状况 (1)

1.2.1 国外研究状况 (1)

1.2.2 国研究状况 (3)

1.3题目研究方法 (3)

1.4论文构成及研究容 (4)

2 华夏银行大道支行的薪酬管理现状分析 (5)

2.1支行的发展概况 (5)

2.2支行人力资源管理现状 (6)

2.2.1 支行的组织结构 (6)

2.2.2支行人员构成情况 (7)

2.3支行薪酬管理的现状分析 (8)

2.3.1 支行薪酬管理现状 (8)

2.3.2支行员工薪酬满意度调查 (11)

3 支行员工薪酬存在问题及其原因分析 (14)

3.1薪酬激励制度不科学 (14)

3.2薪酬结构不合理，激励效果作用不大 (14)

3.3薪酬的公平性受到置疑 (14)

3.4薪酬激励目标短期化趋向严重 (15)

3.5缺乏科学规的绩效考核体系 (15)