研发部宽带薪酬体系设计

人力资源论文编号:RL021 字数:22555,页数:34  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,等  

目  录
一、绪论............................................................ 1
二、宽带薪酬理论.....................................................3
    (一) 薪酬理论综述.................................................3
    (二)宽带薪酬......................................................4
三、长沙明元电子技术有限公司研发部门薪酬体系现状 ................... 7
    (一)长沙明元电子技术有限公司概况..................................7
    (二)研发部门人员特点..............................................9
    (三)长沙明元电子技术有限公司薪酬体系的现状...................... 10
四、宽带薪酬结构设计 ................................................13
    (一)确定研发部门的人力资源战略和薪酬战略.........................13
    (二)薪酬市场调查  ...............................................16
    (三)能力价值评估................................................ 18
    (四)薪酬体系设计 ................................................21
五、实施与监控.......................................................26
    (一)实施步骤.....................................................26
    (二)配套管理.....................................................27
六、结论 ........................................................... 29
（一）本论文的结论.................................................  29
（二）需要进一步研究的问题 ..........................................29
致谢...............................................................．31
参考文献...........................................................．32
附录...............................................................．33

摘   要
    随着中国改革开放的不断深化与发展，市场竞争的压力对企业管理者提出了更高的要求。企业之间的竞争不仅限于财力、物力的竞争，人才越来越成为企业赢得竞争的最为重要的资产。在以人为本的人力资源管理中，人才的去留与薪酬有着直接的关系，从这个意义上讲，薪酬体系的设计与企业的未来发展密切相关。本文的研究对象为长沙明元电子技术有限公司，该公司近年来人员流动较为频繁，尤其是研发岗位人员的流出，影响了其原有业务的正常开展，并无形中增加了人力资源成本，薪酬结构不合理是一个重要原因。因此，本文旨在使用理论应用与实践研究相结合的方法，建立适合该公司的薪酬体系。首先重点介绍了论文研究的背景。接着回顾了薪酬理论的几种主要理论，综述了应用研究的理论基础。其次，简单介绍了企业的薪酬体系情况，分析现状问题，挖掘矛盾根源，寻找解决切入点。再次，引入宽带薪酬理论，形成研发部门宽带薪酬设计方案。最后，阐述了实施宽带薪酬体系应采取的配套机制，并得出相应的结论。

关键词：　宽带薪酬；研发部门；薪酬体系

ABSTRACT
With the durative deepening and development of Chinese reform and opening,the stress of market competition requests more to enterprise managers. The competition among the enterprises is not only limited in the field of financial and material resources, the human resources is becoming the most important capital for the enterprise to win the competition. In the human resource management of treating people as the base, the salary plays a very important roll for the staff, that means, Salary System is closely related to　the future development of enterprises.In this paper, the object of study is for the Electronic Technology Co., Ltd. of Zhejiang Kim,The company is more frequent in recent years the movement of persons, in particular the development of the outflow of jobs, impact on its existing business of the normal conduct, and virtually increased personnel costs, salary structure is irrational is an important reason. Therefore, this paper aims to use the theory and practice of application of the method of combining, for the establishment of the company's pay system. First of all research papers focused on the background. Then reviewed the salaries of several major motivation theory, reviewed the application of the theoretical basis. Second, the brief account of the company's pay system, the issue of the status quo, and tap root causes of conflicts, to find a solution starting point. Third, the introduction of broadband pay theory, a broadband research and development departments pay design. Finally, on the implementation of broadband pay system should take the matching mechanism and draw the corresponding conclusions.

Keyword: Broadband compensation; research and development departments;    
         compensation system