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1、上海交通大学硕士学位论文S公司基层人才薪酬体系优化的研究姓名：姚晓敏申请学位级别：硕士专业：工商管理指导教师：石金涛20090524效发挥薪酬激励的作用,本文还提出薪酬体系应与绩效考核体系和企业文化互相匹配并适应的原则。通过员工座谈会等活动所反馈的信息表明，即将实施的薪酬体系优化方案在基层人才中得到了高度认同，并初步体现在一季度的销售业绩中；在年底全面实施本文提出的薪酬体系优化方案后，预计对公司业绩会有一定改善，对公司经营战略目标的实现将起到推动作用，从而提高公司的整体竞争能力。关键词：汽车零部件企业薪酬体系绩效考核THERESEARCHONCOMPENSATIONSYSTE
2、MOPTIMIZATIONFORBASICLEVELTALENTSOFSCOMPANYABSTRACTSCompanyisanautomotivecomponentmanufacturingJV・Inthisthesis,severalissuesofcompensationsysteminSCompanyhavebeenstudied.Asatypicalautomotivecomponentmanufacturingfirm,SCompanydependsonherstabilebasicleveltalents,consistingofsalesmen,technica
3、lstaffandtechnicalworkers,tofulfilltheachievementofexpandingmarketshare,acceleratingnewproductdevelopmentandenhancingproductivity.However,arecentsatisfactionsurveyonsalarylevelshowsthattheoverallsatisfactionof3basicleveltalentsisquitelow・Therefore,theproportionofquittingamongbasicleveltalen
4、tsisquitehigh,whichisminimizingproductivityandisneutralizingimplementationofbusinessstrategy.Thecurrentcompensationsystemisevaluatedandexistingcausesarehighlightedaccordingtoabovementionedphenomenon.BasedonSWOTanalysistool,organizationalbehaviorandhumanresourcemanagementtheories,theproblems
5、incurrentcompensationsystemareanalyzed.Asforbasicleveltalents,compensationstrategywithenhancingexternalcompetitivepower,variantcompensationsystemsandspecialwelfarepoliciesareraised,aimingtosolidifytheemployeeteam,tomotivatebasictalentsandtoimprovethegeneralcompetitivepowerofSCompany.Takingt
6、hecompensationstatisticsofbasicleveltalentsamong1stlevelcitiesandautomotiveindustriesasreference,thetargetofcompensationlevelfor3basicleveltalentsissetatPC50of1stlevelcities・Relativeoptimizationconceptsareraisedaccordingtodifferentpropertiesof3basicleveltalents・Asforsalesmen,basicsalaryisde
7、signedpersalesandtechnicalskill.DifferentannualbonusforOEMandAMsalesmanisraised.Welfarerelatedtopersonalinsuranceandcarallowanceisrewarded.Asfortechnicalstaff,basicsalaryisdesignedperbroadbanding・Specialawardplansareprovided.Specialinsurance,housingallow
