MBA教育中心知识库

摘  要

  随着国家、社会对企业发展的要求越来越高，为更好地适应愈加复杂的发展经营环境，企业管理者对于高质量人力资源管理的需求也愈加迫切。如何通过优化和完善薪酬制度，培育和提升企业核心竞争力，让企业能够招到人、用好人、留住人，则是企业内控管理的核心问题。毋庸置疑，一套科学的、具有反馈和修正功能的薪酬制度，是推动当前企业薪酬制度改革的最有力工具。

  本文利用现代薪酬理论，结合问卷调查等方式对兰州新区金控集团薪酬制度现状进行研究，查找制度中存在的不足，并通过科学的岗位评估方式，设置适合员工自身能力的岗位和薪酬，进一步优化和完善现有薪酬结构、制度以及职级体系，确保兼顾公平性及企业运营发展的实际需求，进一步丰富公司薪酬管理模式和员工满意度，切实促进员工自身发展和提高企业绩效的作用。本文共由六部分组成，第一部分主要阐述了研究的背景和意义、国内外研究现状、研究内容和方法；第二部分主要阐述了目标管理理论、绩效管理理论、薪酬设计理论的相关概念；第三部分主要分析了公司薪酬制度的现状、问题以及原因分析；第四部分从薪酬结构、职等职级、绩效考核评价等五个方面提出了薪酬制度优化对策；第五部分提供了薪酬制度优化的保障措施；第六部分是结论和建议。

  通过对公司薪酬制度的不断剖析、提升，解决员工与企业管理者间的潜在矛盾，能够有效改善兰州新区金控集团的管理困境，推动企业内控体系向又好又细的方向发展，同时也对兰州新区其他企业给予一定的示范作用。

关键词：新区金控集团 薪酬制度 优化 绩效

Abstract

    With the increasingly high demands of the state and society on the development of enterprises,the need of high-quality human resource management for enterprise managers has become more and more urgent to adapt to the increasingly complex business environment.How to optimize and improve the compensation system,promote and enhance the core competitiveness of the enterprise,make the enterprise to recruit,employ and retain people,is the core issue of the enterprise internal control management.Undoubtedly,a scientific compensation system with feedback and correction function is the most powerful tool to promote the reform of current enterprise compensation system.

    This paper uses modern compensation theory,combined with questionnaires and other methods to study the current situation of the compensation system of Lanzhou New Area Financial Holding Group in enterprises,find out the shortcomings in the system,and through methods of job evaluation,set up positions and salaries suitable according to employees' own abilities,optimize and improve the existing compensation structure,system and ranking system,ensure the balance between fairness and the actual needs of enterprise operation and development, and enrich the enterprise compensation to ensure the fairness and the actual needs of the company's operation and development,and enhance the payroll management mode and employee satisfaction,and effectively promote the development of the employees themselves and improve the performance of the company.This paper has 6 parts.Part 1 mainly describes the background and significance of the research,the current status of domestic and international research, the research content and method.Part 2 focuses on the concepts related to management by objectives,performance management theory,and compensation design theory in compensation systems.Part 3 mainly analyzes the current situation and problems of this company's compensation system and the analysis of the reasons.Part 4 mainly puts forward the optimization games of the compensation system from 5 aspects,such as the compensation structure,the grade level,and the performance assessment and evaluation.Part 5 provides the safeguard measures for the optimization of the compensation system.Part 6 is conclusions and recommendations.

    Through the analysis and improvement of the company's compensation system,solving the potential conflicts between employees and enterprise managers,it not only can effectively improve the management dilemma of Lanzhou New Area Financial Holding Group and promote the development of the enterprise's internal control system, but also for other Lanzhou New Area enterprises of great significance.

Keywords：Lanzhou New Area Financial Holding Group;compensation system;Optimize; Performance