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扬州大学本科生毕业论文题目申报表论 文题目江苏兴盛风能科技公司的绩效薪酬体系问题研究题目类型2题目来源B面向专业工商管理指导教师*职称副教授学位硕士从事专业工商管理题目简介：如今，人类进入了一个以知识为主宰的全新经济时代，企业的人力资源开发、管理能力已逐渐成为影响企业生存、发展的核心能力之一。对于任何一个企业来说，薪酬都是一种重要的管理工具。要想发挥它对员工的有效激励作用，则需要企业建立与之相配套的管理体系。绩效薪酬管理体系是以企业的绩效评估体系和评估结果为切入点，对薪酬的水平、结构等进行合理的配置，以期达到充分发挥员工的积极性、提高员工的满意度和认可度、实现企业的可持续发展的目的。激励主要是指激发人的动机，使人有一股内在的动力，朝着所期望的目标前进的心理活动过程。激励的出发点是满足组织成员的各种需要，即通过系统的设计适当的外部奖酬形式和工作环境，来满足企业员工的外在性需要和内在性需要。科学的激励工作需要奖励和惩罚并举，既要对员工表现出来的符合企业期望的行为迭行奖励，又要对不符合企业期望的行为进行惩罚。薪酬、绩效体系是激励机制的重要组成部分。科学、合理的薪酬、绩效体系能激发员工的潜能，提升企业的竞争力，相反不合理的薪酬、绩效体系则是导致企业员工激励不足、人才流失的核心原因。本文结合江苏兴盛风能科技有限公司，对企业员工的绩效薪酬体系进行实证性研究。通过采用问卷调查与访谈相结合的方法收集江苏兴盛风能科技公司的数据资料，并进行分析。探讨如何在有限的激励资源下，通过按职位付酬与按业绩付酬相结合的方法，激励员工，从而提升企业竞争优势。审核意见：审核人签名：2011年10 月20 日题目类型1、为结合科研；2、为结合生产实际；3、为结合大学生科研训练计划；4、为结合学科竞赛；5、模拟仿真；6、其它题目来源A.指导教师出题 ； B.学生自定、自拟扬州大学本科生毕业论文任务书论文题目江苏兴盛风能科技公司的绩效薪酬体系问题研究年级08级专业工商管理学生姓名*学号*主要内容：如今，人类进入了一个以知识为主宰的全新经济时代，企业的人力资源开发、管理能力已逐渐成为影响企业生存、发展的核心能力之一。在新形势下，企业要想吸引和留住人才，就必须提高员工的满意度，培养员工对企业的归属感。而员工满意度最大程度上是通过薪酬来体现的。薪酬绩效管理已成为企业管理者了解公司内部症结, 和沟通员工的有效手段和工具。大量阅读关于员工忠诚问题的相关著作，在参考国内外文献资料的基础上，从以下几个方面对该内容进行了理论上的研究和实践上的设计。1、首先对企业薪酬绩效管理的概念进行了界定，简述该问题的价值和它的影响因素。2、对兴盛风能科技有限公司进行初步调查，包括公司的基本管理环境、组织结构、人力资源概况、薪酬情况等相关信息。3、结合问卷和访谈的情况，并结合相关理论，具体分析影响公司员工满意度的因素。4、针对存在的问题，提出有效的建议。主要任务及基本要求（包括指定的参考资料）：第一阶段：首先是资料的积累，从11月底开始，阅读大量的相关书籍，对企业员工满意度以及激励理论有较深的了解，并着手设计调查问卷。本阶段是论文撰写的准备阶段。第二阶段：从12月份开始，进行论文提纲的设计，在征得论文指导老师的同意后，开始论文初稿的撰写工作，深入实际，对企业相关情况进行访谈与问卷调查工作，并定期与指导老师联系，及时改正自己在论文撰写中出现的各种问题。第三阶段：4月回校后继续论文的撰写，每周与指导老师见面，及时进行论文的修正，在4月底完成第一稿，5月17日完成第二稿，5月19日定稿。参考文献：1王新华，孙剑平，民营企业薪酬管理诊断与优化策略研究J，中国人力资源开发20052BaryGerhart， SaraLRynes，薪酬管理:理论、证据和战略意义M，朱舟译.上海:上海财经大学出版社，20053朱靖雯，绩效与报酬的关系D，人才资源开发，20064陈思明.论现代薪管理的理念及其特点J，同济大学学报(社会科学版)，20065金键，以目标管理实现绩效考核J，中国人力资源开发，20056张保国，360度绩效评估的实施与思考J，中国人力资源开发，2007发出任务书日期：2011 年11 月15 日完成期限：2012 年5 月15 日指导教师签名：专业主任签名： 2011 年11 月16 日扬州大学本科生毕业论文开题报告论 文题目江苏兴盛风能科技公司的绩效薪酬体系问题研究题目来源自定题目类型结合生产实际指导教师*学生姓名*学 号*专 业工商管理 开题报告内容：（调研资料的准备与总结，研究目的、要求、思路与预期成果；任务完成的阶段内容及时间安排；完成毕业设计（论文）所具备的条件因素等。）一、 调研资料准备确定选题方向后，我对兴盛风能科技有限公司员工绩效薪酬现状进行了实际调查和客观分析，收集了很多与论文相关的材料。我在论文写作之前，仔细阅读了大量关于绩效薪酬管理方面的文献，系统回顾了满意度的相关专业知识。找出影响企业薪酬满意度的因素。二、 研究的目的：如今，人类进入了一个以知识为主宰的全新经济时代，企业的人力资源开发、管理能力已逐渐成为影响企业生存、发展的核心能力之一。在新形势下，企业要想吸引和留住人才，就必须提高员工的满意度，培养员工对企业的归属感。而员工满意度最大程度上是通过薪酬来体现的。薪酬绩效管理已成为企业管理者了解公司内部症结, 和沟通员工的有效手段和工具。三、研究要求:1、研究观点明确，论据充足；2、大量收集资料的基础上进行相关理论综述；3、论文字数在8000字左右；4、严格遵守纪律，在指导老师的指导下进行毕业论文工作，虚心接受专业指导老师及实践指导老师的建议。四、 研究思路本文通过兴盛风能科技有限公司薪酬绩效管理情况的调查，从而找出影响公司薪酬绩效管理的主要因素，总结出公司的在管理中存在的问题并在此基础上提出若干建议，也希望能对我国其他中小企业起到一定借鉴作用。五、研究预期成果:1、毕业论文的撰写经指导老师指导后能够达到毕业论文评定良好以上；2、期望为提高兴盛风能科技有限公司的绩效薪酬管理提出建设性的对策；六、论文完成阶段内容及时间安排2011年12月25日2012年2月20日：撰写开题报告； 2012年2月21日2012年2月28日：设计论文框架； 2012年3月1日2012年4月25日：完成论文初稿； 2012年4月26日2012年5月10日：完成论文二稿；2012年5月11日2012年5月18日：论文修改阶段并定稿。七、完成论文所具备的条件因素1、资料收集：图书馆中国期刊全文数据库资料，以及现刊阅览室文献查阅，结合网络资源进行搜索。2、实习单位：对我的论文撰写工作给予支持和帮助。3、指导老师：对我的悉心指导，启发了我的思路，使我能发现并改正自己论文中的不足，使论文趋于完善。学生签名： 指导教师审核签名： 日期：2011 年12 月20 号扬州大学本科生毕业论文中期自查表 （中期教学检查用）学生姓名*学号*专业工商管理班级工商0801指导教师*职 称副教授论 文题目江苏兴盛风能科技公司的绩效薪酬体系问题研究个人精力实际投入每天平均工作时间6迄今缺席天数0出勤率%100%指导教师每周指导次数1每周指导时间（小时）2未指导的周次及原因0毕业论文工作进度（完成）内容及比重已完成主要内容（60%）待完成主要内容（40%）论文的框架已经初步形成一、问题的提出二、绩效薪酬管理理论回顾三、公司现状分析四、影响因素分析五、对策建议完善对策建议，中英文摘要、关键字、参考文献的整理，以及专业文字语言的规范，全文成型，最后按毕业论文规定格式进行版面设计。存在问题及解决方案1、 理论综述部分过于冗长，相关理论的描述思路不够清晰2、 建议措施要有一定的逻辑性，且要针对问题提出建议。3、 注意文字的规范，相关标题注意对仗工整。4、 论文格式存在较多问题，按照统一格式修改。指导教师意见：指导教师签名： 2012年3 月14 日扬州大学本科生毕业论文英文翻译资料学生姓名*学号*专业工商管理班级*论文题目江苏兴盛风能科技公司的绩效薪酬体系问题研究英文原文：First, innovative enterprise organization characteristics and applicability of reaction and broadband salary quickly decision-making. Moreover, the participated and learning enterprise culture is the requirement of the development of innovative enterprise, while only flating organization to help the enterprise culture building. Secondly, innovative enterprise possesses implement organization flating conditions - computer network technology. Through the network, and other means to instructions can also passed into several levels of personnel, flating management guaranteed. And the traditional way to communicate, not only communication costly, information communication lines will be also very long, and also could lead to the information distortion. Moreover, computer network technology to help enterprise in time from external access completely and accurately the latest information, to their environment. Therefore, the organizational structure of innovative enterprise flating is high and new technology enterprise of their development requirements, while also have flating conditions. And organizational structure of flating conducive to make compensation by narrowband to broadband change. For adults, because of innovative enterprise level between job definitions relative superposition, change flexibility, for knowledge and skills require a cross, i.e., fluctuation position for knowledge and ability to request some difference, but has across, and can cross degrees is larger. The organizational flating reform in the process, our innovative enterprise in comparison with other types of enterprises 64 NC EW APITAL industry has certain advantages, its main inspire object is innovative employees, innovation is their features, also is enterprise to their demands, broadband salary flexible characteristics accord with innovative enterprise inside most employees requirements. In addition, China innovative enterprises generally established late, since it was only nearly twenty years time around, unalterable content less, innovation of personnel entering and leaving the marketization of operating common, enterprise organization structure of flating reform will encounter resistance will be smaller. The r&d of innovative enterprise by education level of general higher, feeling self achievement demands more intense, while the traditional organization characteristics ZhongDengJi level is more, and fail to take into consideration for the innovative talents design corresponding promotion grade, cannot from status in full .Sufficient for the fulfillment of their needs. Plus traditional salary design based on hierarchy, make most are not corresponding grade or had no intention to obtain corresponding grades of innovative talents in the narrow is the characteristic of traditional salary was a breakthrough in the money, also cannot obtain self fulfillment. Salary pay not the broadband position or level of heroes, but with ability and performance evaluation as the guidance, the less salary grade, each rank within the salary floating range are big (sometimes up to 200-300%), as long as the innovative talents make contribution, in spite of his rank position can get a few times in the former salary, from Labour remuneration satisfy innovative talents sense of accomplishment. In addition to the innovation-type enterprise, the developers of innovative ability is the key. Three innovative talents, and personality characteristics and applicability of broadband salary qualifications shallower developers tend to accept and use new technology, innovative enterprise technology innovation is important source of, so many Chinese innovation enterprise in the recruitment of staffs age is very strict, but if this kind of employee firewood into traditional salary, press level, of post salary is adverse to their design, certainly incentive effect also not good. Broadband compensation under the actual performance for evaluation target, give a young and junior clerk more high-paying opportunity, this aspect can attract more young people to join in, have the potential for ascension of innovative enterprise talented person to select the foundation, on the other hand, can highlight r&d personnel in innovation-type corporate with other employees within the relatively optimal Potential. Salary advantage caused by the psychological satisfaction prompted innovative personnel are more willing to, also more attention oneself ability and technology promotion to maintain c&b advantage. In actual work, r&d personnel located post value and r&d personnel individual ability, knowledge, technology, performance and contributions is concerned, and traditional salary post standard may not reflect the persons subjective initiative to post value influence, all developers no matter how congenital conditions, how hard is the same standard of evaluation, this standard can neither too much nor too low, so easy to appear talent inferior wins optimal curve. The innovation-type corporate r&d personnel salary design should reflect the people-oriented instead of to post for this spirit. Broadband salary can make in the organizational hierarchy lower level