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华中科技大学硕士学位论文QG公司薪酬体系的诊断分析和改进设计姓名:郭美兰申请学位级别:硕士专业:工商管理指导教师:周二华20060427IQGQGQGQGQGIIAbstractWiththedevelopingofsocietyrapidly,humanresourceisbecomingcoreresourceforonecompany.Competenceofacompanyisthatthecompanyhastheelitewhocancarryoutacontinuousdevelopmentfortheirowner.Scientificandefficientcompanycompensationsnotonlyareakeytoabsorbtalent,alsomayimproveemployeesworkefficiencyand,tothemostextent,servicethecompanytarget.QGCompanyisanEngineeringconsultancy&designcompanyinthecentralpartofChina.Theymainlyengagedinengineeringconsulting,engineeringdesigningandconstructionsupervising.Althoughthemainbusinessesdevelopedwellinthiscompanynow,thecompensationsystemwithoutincentive,inalongrun,havehinderedcompanydevelopment.Onrelativecompensationdesigntheory,thethesisanalyzedthesituationofQGCompany,especiallyforthecompensationsystem.Onthebasisoftheanalysis,thearticlepointoutthequestionsexistedincompensationandgivesasuitablecompensationpolicydependingonthecharacteristicofindustryofengineeringconsultancy&design.Thefactorpoint-countingmethodisusedinthisthesisinordertovaluateallkindsofpositionsofQGCompany.Atlast,ItrytodesignagoodcompensationsystemthatmatchesQGCompanydevelopmentdemand.Keywords:CompensationsystemAnalysisofcompensationThefactorpoint-countingmethod111.11.1.1[1][2]131002CEO1.1.23[3][4]HowardRisherFayHansen2001payforjobpayforperson[5]4[6]1.1.3QG1953QG5[7][8]QG1.2QGQGQG62[9]2.12.1.1[10]1.72.2.1.2128[11]Motivation=*2.2[12]1[13]292/31/3[14]3[15]2.3[16]10[17]20304050113QG3.1QGQG504204073%1171353-13794134813828%32%31%9%12341-2-3-4-3-1QG553-215%QG123-2QG3.1.11QGQG2090QG2QG38133.1.2QG1998ISO900011QGQG2QG3QG2123143.2200413328108%5837[18]21%34%41%4%12341-2-3-4-3-3199810%-15%20042214[18]150%31436049571993114762214050010001500200025001998199920002001200220032004()13-41591.2190[19]2%7.5%15%[20]19843.3QG3.3.1140%-50%50%-60%1630%-40%60%-70%QG2QG3.3.21QG3-17364QG5.54.5173-164368672977281587092598010351090114512001255131013651420147548150853556258962666370073777481184888592295999639241042845448050653255858461063666268871474034636137639842044246448650853055257259661840%30%21()25424.5%242.5%33%34183.3.31QG1232121934204QG4.1QG[21]1QG2321()4()()564.2QG122[22]QG5%-10%2QG380-2080%20%[23][24]QGQG423[25]QG4.3QG4.3.1QG[26]1235-6244100051QG2QGQG71254680-20183QG2594-14-24-14-21234512-33-55-101001-23-56-10104[27]4-3264-3++++++=++++++=1+31/3++5+++74-44-4A11/71/571351/314-54-50.080.100.050.540.680.710.380.220.24(0.231.930.84)T(0.080.640.28)T8%64%28%4-6274-6123458%2%4812162064%19%387611415219030%28%9%183654729044%13%26527810413021%6%122436486030%35%11%2244668811016%6%122436486036%15%30609012015040%48%19%387611415219054-74-717362628347542645264640274638ISO9000234923410234284-711234125321344914420153781635017287182204-84-94-817362695362844705264623572008220949010356112701223513475142641526416490294-8174021846319ISO90002342023421234222342346524240252404-91532244934204220537863507287837893501028711378123501328714378153501628717378304-91835019287203782135022287233782435025287263782735028287293783035031287323783335034287353783635037287383783935040287413784235043287443784535046287314.3.2[28]QG4-104-10SH3600480058006300810012000GZ3200400055006000720011000BJ3000370052005800700010000WH250040004800550068008500CD200025003400450050007000NN150022003000420045006500XA1200150020003000340048002429324342435043600085434-1050001000015000123456(/)1234175p250p325p4QG4-11321QG4-2050001000015000123456(/)1234175p250p325p4QG4-224.3.3100()334-114-124-11123456.87.07.27.47.65.65.86.06.26.44.85.05.25.45.64.24.44.64.85.04.04.24.44.64.83.43.63.84.04.22.42.62.83.03.21.61.82.02.22.41.01.21.41.61.84-121234565.45.65.86.06.26.44.04.24.44.64.85.03.23.43.63.84.04.23.03.23.43.63.84.02.62.83.03.23.43.62.22.42.62.83.03.21.41.61.82.02.22.44.3.4QG34QG10%45%30%15%4.3.51QG14-13354-1364348139234625%21==/=—240012001200/12*1473.6=680680*3.8=25842331362QG31%QG10%3300/5-1012000/4.3.6EmployeeStockOwnershipPlansESOP196720502080[29]371QGQG1,,,,[30]QG2QG3384QG2[31]1QG[32]233931QG70051%35749%3432QG9617.5%3449%3%-5%4-144-1415%22%32.2%41.5%51.0%0.8%60.5%0.4%70.5%80.1%90.1%540,4.4QG4.4.1QG4.4.2124.5%2%234145QG4.4.312342QG43MBAMBA44[1]..:,2003[2]..:,2002[3]LawrenceSKleiman.HumanResourceManagement:AManagerialToolforCompetitiveAdvantage.2nded.:,2003[4]..:,2002[5]FayHansen.Thefutureofsalarymanagement.CompensationandBenefitsReview,2001(7):7[6]2005.[7]..,2005(8):33-34[8]..,2004(5):56-58[9]MartocchioJosephJ.Compensation:Theory,Evidence,andStrategicImplications.Industrial&LaborRelationsReview,2004(4):462[10].P..().:,1999[11]..,2002(6):73-74[12],..,2005,35(2):74-80[13]Makris,Miltiadis.TheTheoryofIncentives:ThePrincipal-AgentModel.EconomicJournal,2003(6):394-395[14]Jurcago,JohnJ.WhatAboutProfit-SharingPlans.JournalofAccountancy,2005(6):14[15]Katz,HarveyM.EstablishingaProfessionalCorporationESOP.EmployeeBenefitPlanReview,2006(2):5-745[16],,..(),2003,4(2):123-124[17],..,2006(1):150[18]2004.[19]..,2004(1):95-
本文标题:qg公司薪酬体系的诊断分析和改进设计
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