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1、自考本科生畢業(yè)論文論文題目如何建立科學(xué)合理的薪酬激勵(lì)機(jī)制與體系作者姓名專業(yè)名稱人力資源管理準(zhǔn)考證號(hào)指導(dǎo)教師2015年7月20日14目錄摘要和關(guān)鍵詞·······················································2一．薪酬激勵(lì)的含義·················································3（一）薪酬的含義···················································3（二）薪酬激勵(lì)的概念····················
2、···························3（三）激勵(lì)性薪酬體系的特征·········································3二．薪酬激勵(lì)在組織中的重要性·······································3三．當(dāng)前我國(guó)激勵(lì)機(jī)制還存在哪些問(wèn)題·································4（一）缺乏內(nèi)部公平性和外部競(jìng)爭(zhēng)力···································5（二）激勵(lì)機(jī)制缺乏科學(xué)性，激勵(lì)形式單一···················
3、··········5（三）激勵(lì)措施無(wú)差別化，盲目激勵(lì)···································5（四）激勵(lì)過(guò)程缺乏溝通·············································6（五）激勵(lì)機(jī)制動(dòng)力不足，缺乏執(zhí)行力·································6四．14薪酬激勵(lì)機(jī)制中出現(xiàn)問(wèn)題的原因···································6（一）缺乏科學(xué)的崗位評(píng)價(jià)體系與市場(chǎng)調(diào)查·····························6（二）激
4、勵(lì)機(jī)制僵化，不能融會(huì)貫通···································7（三）薪酬制度不合理···············································7（四）激勵(lì)過(guò)程中缺乏溝通···········································7（五）薪酬和績(jī)效表現(xiàn)關(guān)聯(lián)性不強(qiáng)·····································8一．薪酬激勵(lì)機(jī)制中出現(xiàn)問(wèn)題的對(duì)策···································8（一）進(jìn)行市場(chǎng)調(diào)查，建
5、立動(dòng)態(tài)的薪酬管理機(jī)制·························8（二）建立全面豐富的薪酬激勵(lì)體系，完善非貨幣激勵(lì)制度···············8（三）科學(xué)的工作分析和合理的崗位工資制度···························9（四）加強(qiáng)與員工之間的溝通，了解員工需要···························9（五）建立反映績(jī)效的考核體系，將薪酬與績(jī)效掛鉤·····················10總結(jié)························································
6、·······11參考文獻(xiàn)···························································1214如何建立科學(xué)合理的薪酬激勵(lì)機(jī)制與體系摘要能否為顧客提供最優(yōu)質(zhì)的產(chǎn)品以及服務(wù)，能否使企業(yè)保持健康穩(wěn)定的發(fā)展，都要依靠員工的汗水與智慧。所以，對(duì)員工進(jìn)行激勵(lì)制度，是企業(yè)制度建設(shè)中不可或缺的重要環(huán)節(jié)，激勵(lì)制度建設(shè)的成功與否將對(duì)企業(yè)的成敗產(chǎn)生巨大影響。本文將以知識(shí)型經(jīng)濟(jì)成為主導(dǎo)力量的時(shí)代為背景，從對(duì)企業(yè)員工的薪酬激勵(lì)方面存在的問(wèn)題入手，論述現(xiàn)代企業(yè)理想薪酬激勵(lì)制度的目標(biāo)、員工心理及薪酬結(jié)構(gòu)，并且呼吁企業(yè)盡快建
7、立一種以人為本的薪酬激勵(lì)機(jī)制，來(lái)提升企業(yè)競(jìng)爭(zhēng)力。關(guān)鍵詞：企業(yè)；員工心理；薪酬激勵(lì)；激勵(lì)機(jī)制14一．薪酬激勵(lì)的含義（一）薪酬的含義薪酬即含有薪水和酬勞的意思，它是企業(yè)對(duì)員工提供勞務(wù)和所作貢獻(xiàn)的回報(bào)。員工的貢獻(xiàn)包括客觀績(jī)效和付出的努力、時(shí)間、精力、學(xué)識(shí)和才能?；貓?bào)包括工資、獎(jiǎng)金、福利、津貼等具體形式。薪酬包含直接薪酬和間接薪酬。（二）薪酬激勵(lì)的概念薪酬激勵(lì)的本質(zhì)就是一種薪酬管理方式，它是以調(diào)動(dòng)員工的積極性、主動(dòng)性和創(chuàng)造性為目的，通過(guò)調(diào)整企業(yè)的薪酬水平政策、結(jié)構(gòu)政策、差別政策、增長(zhǎng)政策,設(shè)計(jì)一整套具有激勵(lì)作用的薪酬制度。激勵(lì)，簡(jiǎn)言之就是調(diào)動(dòng)人的工作積極性，
8、把其潛在的能力充分地發(fā)揮出來(lái)。薪酬激勵(lì)就是有效的提高員工工作的積極性，在此基礎(chǔ)上促進(jìn)效率的提高，最終能夠促進(jìn)
