【摘要】：現代企業的間的競爭是“人才”的競爭,企業的核心競爭力取決于企業內部擁有多少具有積極、創新的人才。因此如何充分的利用人力資源手段,尤其是薪酬的激勵作用來為企業吸引、保留、培育人才已經成為各大企業至關重要的問題。 薪酬管理是人力資源中的核心模塊之一,科學有效的薪酬體系能夠極大的激發員工的積極性和創造性,成為企業發展的中流支柱,為企業建立可持續發展優勢,實現企業的戰略目標。如何結合公司的戰略目標,設計合理科學的薪酬體系,使企業在激烈的市場競爭中立于不敗之地有著重要的現實意義。 本文在對云南H保險代理公司的員工薪酬現狀進行了深入的調查研究的基礎上,在人力資源管理中薪酬相關理論指導下,結合其公司長期戰略目標及短期經營目標,通過職位分析、職位描述、職位評價,初步建立了以崗位價值為核心的薪酬體系；在對相關行業及崗位的市場價值充分調查分析的基礎上,并兼顧企業內部公平,建立起符合企業運作發展的寬帶薪酬結構、薪酬體系以及實施的保障措施,并對此次薪酬體系的創新點和局限性進行了總結；最后對薪酬體系設計做出了展望。 本文的目的在于為云南H保險中介公司建立一套適合該公司且相對科學的薪酬體系：合理控制人力成本,最大程度激發員工潛能為企業創造價值的同時,企業也能提供與之相符的薪酬,從而使企業與員工達到雙贏的平衡狀態。
[Abstract]:The competition among modern enterprises is the competition of "talents". The core competence of enterprises depends on the number of positive and innovative talents. Therefore, how to make full use of human resource means, especially the incentive role of salary to attract, retain and cultivate talents has become a crucial issue for large enterprises. Compensation management is one of the core modules in human resources. A scientific and effective compensation system can greatly stimulate the enthusiasm and creativity of employees, become the midstream pillar of enterprise development, and establish sustainable development advantages for enterprises. To achieve the strategic objectives of the enterprise. How to design a reasonable and scientific compensation system in combination with the company's strategic goal and make the enterprise in an invincible position in the fierce market competition has important practical significance. Based on the investigation and research on the present situation of employees' compensation in Yunnan H Insurance Agency Company, under the guidance of compensation theory in human resource management, this paper combines the long-term strategic objectives and short-term operating objectives of the company. Through position analysis, job description and job evaluation, a compensation system with the core of post value is established. On the basis of the full investigation and analysis of the market value of the related industries and positions, and taking into account the internal equity of the enterprise, the broadband salary structure, salary system and the safeguard measures implemented in line with the development of the operation of the enterprise are established. At the same time, the paper summarizes the innovation and limitation of the compensation system. Finally, the prospect of salary system design is made. The purpose of this paper is to set up a relatively scientific compensation system for Yunnan H Insurance intermediary Company: to control human costs reasonably and to maximize the potential of employees to create value for the enterprise at the same time, Enterprises can also provide commensurate compensation, so that enterprises and employees achieve a win-win balance.
【學位授予單位】：云南大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F842.3

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本文編號：2368624