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大连Y企业(日资)薪酬优化方案研究

发布时间:2018-08-20 20:17  文章来源:笔耕文化传播
【摘要】:据相关数据统计,在大连的外资企业中,日资企业约占四分之一,这些企业都是伴随着中国改革开放最先进入大连的劳动密集型企业,也就是说他们当初来大连投资的目的是为了降低成本。然而,随着经济的不断发展,国内劳动密集型产业人力资源成本也随之提升,大连日资企业的薪酬水平及结构已经不能适应中国经济发展的需要,自2005年7月27日,日本东芝大连有限公司的中国员工们因对薪酬福利不满而首先发起了罢工事件,之后又陆续出现了日资企业员工罢工要求加薪的现象,例如:日本电产(大连)有限公司和日本佳能大连有限公司等等,已形成明显的恶性循环。时至今日大连的日本独资企业每年都会出现因不满薪酬而罢工的现象。 因此,如何应对近几年来日资企业员工因不满薪酬而发生的罢工局面,已成为当前大连口资企业迫切需要解决的问题,大连Y企业(口资)也不例外。因而作为Y企业的高层领导,本文提出了对其薪酬优化方案的研究,以便能为企业管理层进行有效的薪酬管理决策提供有价值的参考。本文的研究思路:首先,本文从薪酬管理的角度出发,在借鉴许多专家和学者观点及其研究成果的基础上,积极引入人力资源管理理论、薪酬管理理论、激励理论等基本理论,对薪酬及薪酬管理理论等相关概念进行了辨析;然后,通过问卷调查和调研访谈,对Y企业薪酬的管理现状及问题原因进行深层次的探析,以便结合实际提出Y企业员工薪酬设计的新思路和可行性方案;其次,依据薪酬设计的目的及遵循的原则,结合Y企业薪酬结构的构成及相关数据,运用定性和定量分析的方法,提出了Y企业薪酬优化的方案,以便为管理层进行薪酬管理提供参考;最后,提出了Y企业薪酬方案运行的保障措施。本文从整体上形成了一个较为系统的薪酬设计分析体系,,期望能对Y企业及相似的日资企业在人力资源管理,尤其是薪酬管理的实践工作提供启示作用。
[Abstract]:According to relevant statistics, among the foreign-funded enterprises in Dalian, Japanese enterprises account for about 1/4. These enterprises are all labor-intensive enterprises that first entered Dalian with China's reform and opening up. In other words, they came to Dalian to invest in order to reduce costs. However, with the continuous development of the economy, the human resource cost of domestic labor-intensive industries is also rising. The salary level and structure of Dalian Japanese-funded enterprises can no longer meet the needs of China's economic development. Since July 27, 2005, The Chinese employees of Toshiba Dalian Co., Ltd. in Japan first launched a strike because they were dissatisfied with their pay and benefits, and then there was a phenomenon in which employees of Japanese enterprises went on strike to ask for a pay rise. For example, Japan Electric (Dalian) Co., Ltd. and Canon Dalian Co., Ltd. have formed a vicious circle. Today, Dalian's Japanese sole proprietorships strike every year because of pay grievances. Therefore, how to deal with the strike of Japanese enterprise staff due to dissatisfaction with salary in recent years has become an urgent problem to be solved by Dalian enterprise, and Dalian Y enterprise is no exception. Therefore, as the senior leader of Y enterprise, this paper puts forward the research of its compensation optimization scheme, so as to provide a valuable reference for the management of the enterprise to make effective salary management decision. First of all, from the perspective of salary management, based on the views of many experts and scholars and their research results, this paper actively introduces the basic theories of human resources management theory, salary management theory, incentive theory and so on. Then, through the questionnaire survey and the investigation and interview, the paper makes a deep analysis of the current situation and reasons of the compensation management in Y enterprises, and analyzes the related concepts, such as salary and salary management theory. In order to put forward a new idea and feasible scheme of employee compensation design in Y enterprise according to the actual situation. Secondly, according to the purpose and principle of compensation design, combining with the composition and relevant data of compensation structure in Y enterprise, By using qualitative and quantitative methods, this paper puts forward the scheme of compensation optimization in Y enterprise, which can provide reference for the management of compensation management. Finally, it puts forward the safeguard measures for the operation of compensation scheme in Y enterprise. In this paper, a systematic system of salary design and analysis is formed, which is expected to provide enlightenment to Y enterprises and similar Japanese enterprises in human resource management, especially in the practice of salary management.
【学位授予单位】:兰州理工大学
【学位级别】:硕士
【学位授予年份】:2013
【分类号】:F272.92;F416.6

【参考文献】

相关期刊论文 前3条

1 李西文;李玉茹;;把好薪酬设计第一关——谈薪酬设计的原则[J];经济论坛;2006年06期

2 李和风;浅谈科研事业单位薪酬设计的新思路[J];中国科学院院刊;2003年04期

3 王云;贾志强;;现代企业的薪酬体系设计[J];辽宁经济;2007年09期



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