摘 要
株洲声屏无线数字电视网络有限公司隶属于株洲市广播电视台，是全国最早试验经营无线数字电视业务的专业公司，正处于行业领先地位。由于作为国有控股企业，基本上脱胎于事业单位，其薪酬体系也带有较浓的事业单位体系色彩。薪酬体系设计受制于固化的平均主义和论资排辈的思想，过分强调员工身份和职务，未能与贡献率相吻合，岗位价值和个人能力未能充分得到体现，造成薪酬结构僵化，薪酬级别扁平，总体激励性不足，不利于企业长远发展。而这种薪酬制度不能完全适应市场经济发展的需要，与建立现代企业制度的要求还存在相当大的距离，更无法响应公司长期发展以及上市这一发展战略目标的实现。
战略薪酬是能提高员工的工作积极性并促进其个人发展，同时使员工的努力与组织的目标、理念和文化相符的薪酬计划。为响应并推进企业战略目标的完成，本文在战略性薪酬基本理论的指导下，以株洲无线公司薪酬管理体系为研究内容，采用文献分析与实践调查相结合，综合运用案例研究法、数据分析法等研究方法，以科学的组织激励和薪酬制度设计理论为指导，深入研究公司现有的组织结构、薪酬等级、薪酬水平、薪酬模式等薪酬体系的现状，深入研究薪酬体系中存在的问题及成因。围绕公司规划的发展战略，结合公司实际进行论证分析，着力于管理能力、市场拓展、品牌运营等方面的激励推动，突出岗位分析、岗位评级的作用，在确定按岗取酬的原则下，设计出不同岗位的薪酬标准，还设计出针对不同岗位的绩效考核方案。特别是尝试提出用弹性福利政策来进一步激励和提高员工的工作满意度，研究出了一套适应公司发展战略的领先型薪酬方案。在弥补公司现有薪酬体系中的不足和缺失的同时，最大限度调动和发挥员工的潜能与创造力，为推进并实现企业战略目标奠定坚实基础。
关键词 株洲声屏无线公司，发展战略，战略薪酬，薪酬管理
ABSTRACT
Zhuzhou sound wireless digital TV Network Limited Companybelongs to Zhuzhou city TV station. It is the first professional companyof wireless digital TV bisiness, which is a leading position in the industry.
As a state-owned enterprise derived from the institution, its salary systemis seen as a system with problems. The salary system is addicted to thetraditional average egalitarianism and promoted according to the statusand years of being in the enterprise. It too much emphasized onemployee’s identity and position, not with the contribution, which resultsin the lack of motivation. This is not conductive to the long-termdevelopment of enterprises. Therefore, this kind of salary system can notfully meet the needs of the market economy. There is a considerabledistance and the requirement of establishing modern enterprise system.
Strategic compensation can improve the staffs’ workingenthusiasm and promote their personal development, and can contributeto the salary goal, concept and culture. As the response and to promoteenterprise strategic goals, this paper based on the strategic compensationtheory, the salary management system of Zhuzhou radio company as theresearch subject. The survey is combined with literature analysis andpractice research methods, comprehensive use of case study method,comprehensive use of case study method, data analysis method, thetheoretical design scientific organization incentive and remunerationsystem guide, a comprehensive analysis of the present situation theorganizational structure of the company, salary grade, salary level, salarymode, the existing salary system, in-depth research on problems ofcompensation system and the causes. On the development strategy of thecompany planning, demonstration and analysis of actual combined withthe company, salary grade, salary level, salary mode, the existing salarysystem, in depth research on problems of compensation system and thecauses. On the development strategy of the company planning,demonstration and analysis of actual combined with the company, focuson management, marketing, brand operating and other aspects of themotivation, the outstanding post analysis, post rating action, indetermining the press paid principle, design different post salary standard,also designed according to different performance appraisal scheme post.
Especially, try to put forward by elastic welfare policies to furtherstimulate and improve employee job satisfaction, developed a leadingcompensation plan of company development strategy to adapt to. Theinadequacies and deficiencies in the existing salary system make up inthe compensation plan of company development strategy to adapt to. Theinadequacies and deficiencies in the existing salary system make up inthe company at the same time, the maximum mobilize and give full playto their potential and creativity, and lay a solid foundation for promotingthe realization of the strategic target of the enterprise.
Key Words: Zhuzhou sound radio company; development strategy;strategic compensation; compensation management.
目 录
摘 要
ABSTRACT
第 1 章 绪论
1.1 研究背景和意义
1.1.1 研究背景
1.1.2 研究的目的及意义
1.2 国内外研究现状
1.2.1 国外研究现状
1.2.2 国内研究现状
1.3 研究思路及论文框架
第 2 章战略薪酬理论基础
2.1 战略薪酬的内涵及特点
2.2 战略薪酬模式的选择
2.3 战略薪酬存在价值
2.4 战略薪酬支付水平
第 3 章 株洲声屏无线公司薪酬体系现状及问题成因分析
3.1 公司概况
3.1.1 公司简介
3.1.2 公司人员构成情况
3.2 公司发展简介
3.2.1 公司发展历程
3.2.2 公司发展市场前景
3.2.3 公司发展技术保障
3.3 公司薪酬体系的现状
3.3.1 公司现有的薪酬制度.
3.3.2 公司薪酬制度存在的问题及原因分析
第 4 章 株洲声屏无线公司战略性薪酬体系设计
4.1 公司薪酬设计的战略基础
4.1.1 公司的发展战略
4.1.2 公司的人力资源战略
4.1.3 公司的薪酬战略
4.2 战略薪酬体系的设计目标、原则及思路
4.3 工作分析与岗位评价
4.4 薪酬调查
4.5 战略薪酬体系设计
4.5.1 公司薪酬模式设计
4.5.2 薪酬结构设计
4.5.3 薪酬等级设计
4.5.4 薪酬水平定位
第 5 章 公司战略薪酬体系的实施与保障
5.1 战略薪酬体系的实施保障措施
5.1.1 统一思想、有效沟通
5.1.2 做好宣传和培训工作
5.1.3 完善人力资源管理各个方面
5.2 实施后的效果跟踪评估和控制
5.2.1 实施效果的评估
5.2.2 实施效果的控制和建议
第 6 章 结束语
参考文献
致 谢
