摘要
人力資源是一切資源中最為寶貴的資源，是第一資源。過去人們只強(qiáng)調(diào)對(duì)人力資源的管理，忽視了對(duì)人力資源的開發(fā)。而當(dāng)代社會(huì)經(jīng)濟(jì)發(fā)展的實(shí)踐證明，人力資源的開發(fā)、利用對(duì)經(jīng)濟(jì)發(fā)展起著決定性的作用，人的素質(zhì)決定了效率。人不僅要管理還必須不斷開發(fā)，挖掘其潛能，提高其素質(zhì)。因此，目前在世界范圍內(nèi)“人力資源開發(fā)”越來越被人們重視。人力資源作為競(jìng)爭(zhēng)力的源泉在知識(shí)經(jīng)濟(jì)時(shí)代發(fā)揮著越來越重要的作用，企業(yè)的競(jìng)爭(zhēng)就是人才的競(jìng)爭(zhēng)，如何吸引人才、激勵(lì)人才、留住人才是企業(yè)管理中一個(gè)永恒的課題。建立對(duì)外具有競(jìng)爭(zhēng)性，對(duì)內(nèi)具有公正性的薪酬管理體系更是市場(chǎng)經(jīng)濟(jì)體制下的民營(yíng)企業(yè)管理者直面的主要難題。設(shè)計(jì)公平合理的薪酬系統(tǒng)仍不失為最重要和最有效的手段之一，一套行之有效的薪酬系統(tǒng)不僅可以降低企業(yè)人工成本，而且可以極大地激發(fā)員工的積極性、主動(dòng)性和創(chuàng)造性。全面薪酬體系在企業(yè)經(jīng)營(yíng)戰(zhàn)略的框架下，通過對(duì)其薪酬組成元素的優(yōu)化配置，經(jīng)整體薪酬方案的形式來發(fā)揮薪酬體系的整體效能。有效的全面薪酬體系能夠?qū)崿F(xiàn)企業(yè)人力資源的競(jìng)爭(zhēng)優(yōu)勢(shì)，實(shí)現(xiàn)企業(yè)與員工利益的平衡與最大化。
本論文首先介紹薪酬的概念，包括薪酬的涵義、主要內(nèi)容、實(shí)質(zhì)和主要目標(biāo)等。然后介紹中糧可口可樂有限公司的的簡(jiǎn)介和中糧可口可樂有限公司的主要問題分析和對(duì)其現(xiàn)狀的對(duì)策探討
本文揭示了中糧可口可樂公司在薪酬管理中存在的主要問題，剖析了問題產(chǎn)生的主要原因，并從不同角度提出了相應(yīng)的解決對(duì)策，目的是幫助中糧可口可樂公司改善薪酬管理現(xiàn)狀，提升企業(yè)的績(jī)效水平和整體競(jìng)爭(zhēng)力。

關(guān)鍵詞：中型企業(yè)，薪酬管理，崗位評(píng)價(jià)
 
Abstract
Human resource is the most precious in all resources of resources, is the first resources. In the past people only emphasizes the management of human resources, ignored the human resources development. And contemporary social and economic development of the practice proves that human resources development, utilization of economic development plays a decisive role, the quality of people decided to efficiency. Man not only management must also develop their full potential, mining, and improve the quality. Therefore, at present in the world scope \"human resources development\" more and more attention by people. Human resources as the source of competitiveness in the age of the knowledge economy plays a more and more important role in the competition, the enterprise is talented person's competition, how to attract talent, incentive talents and keep talents in enterprise management is an eternal topic. Establish foreign competitive, has internal justice salary management system is under market economic system of private enterprise managers face to face with the major problems. Design fair and reasonable compensation system is still the most important and one of the most effective means, a set of effective compensation system can not only reduce the cost of labor and can enterprise greatly motivate their enthusiasm, initiative and creativity. Full salary system in the enterprise management strategic framework, through its salary elements, optimize the allocation of the whole pay in the form of a play scheme compensation system performance. Effective overall compensation system can realize enterprise competitive advantage of human resource, the realization enterprise and employee benefit balance and maximization.
This paper first introduces the concept of salary, including the meaning of salary, the main content and the essence and the main target, etc. And then introduced cofco Coca-Cola Co., LTD of introduction and cofco Coca-Cola Co., LTD. The main problem analysis of the present situation and the solutions
This paper reveals the cofco Coca-Cola company in salary of the main problems existing in the management, analyzes the main causes of the problem from different angles, and the corresponding countermeasures are put forward, the purpose is to help cofco Coca-Cola company to improve its salary management present situation, the promotion enterprise's performance level and overall competitiveness.

Keywords: medium-sized enterprise, compensation management, post eva luation

 
目 錄
摘要 I
Abstract II
第一章 引言 1
1.1 研究背景 1
1.2 研究目的 1
第二章 薪酬管理的理論概述 3
2.1 薪酬概述 3
2.1.1薪酬的含義 3
2.1.2 薪酬的實(shí)質(zhì) 3
2.2 薪酬管理的主要內(nèi)容 4
2.3薪酬管理的主要目標(biāo) 4
2.3.1 效率目標(biāo) 5
2.3.2 公平目標(biāo) 5
2.4 薪酬管理的基本原則 6
2.4.1 公平原則 6
2.4.2 競(jìng)爭(zhēng)原則 6
2.4.3 激勵(lì)原則 6
2.4.4 合法原則 6
第三章 中糧可口可樂有限公司簡(jiǎn)介 7
第四章 中糧可口可樂有限公司薪酬管理現(xiàn)狀和主要的問題 9
4.1 中糧可口可樂有限公司薪酬管理現(xiàn)狀 9
4.2 中糧可口可樂有限公司薪酬管理的主要問題 10
4.2.1 薪酬缺乏激勵(lì)性 10
4.2.2 薪酬缺乏科學(xué)性 11
4.2.3 薪酬缺乏全面型 12
4.2.4 薪酬缺乏公平性 12
第五章 中糧可口可樂有限公司薪酬管理問題主要原因分析 14
5.1 組織管理原因 14
5.2 領(lǐng)導(dǎo)者觀念原因 14
5.2.1薪酬管理缺乏人力資本觀念 14
5.2.2忽視非經(jīng)濟(jì)報(bào)酬的作用 15
5.3 其他原因 15
第六章 中糧可口可樂有限公司優(yōu)化薪酬管理的對(duì)策探討 16
6.1 發(fā)揮激勵(lì)機(jī)制作用 16
6.2 優(yōu)化薪酬管理體系 16
6.2.1 科學(xué)進(jìn)行崗位分析 17
6.2.2 合理進(jìn)行崗位評(píng)價(jià) 17
6.2.3 有效進(jìn)行績(jī)效考核 17
6.2.4 做好薪酬調(diào)查工作 17
6.3 引入全面薪酬體系 18
6.4 加強(qiáng)薪酬觀念教育 18
第七章 結(jié)束語 19
參考文獻(xiàn) 20
致  謝 21