国有企业员工的薪酬柔性激励模式探索
毕业论文关键词：国有企业改革；柔性激励；薪酬体系
A Study on the Incentive Model of Salary Flexibility of Employees in State - owned Enterprises - Taking China Steel Refractory Group as an Example
Abstract：In recent years, with the economic downturn in the world economy, China's GDP growth downward space gradually emerged, most of the poor state of the enterprise, as the main body of the national economy is also affected, how difficult to avoid the risk of safe development, has become a necessary condition for state-owned enterprise decision-making. State-owned enterprises that are in the leading position in China's national economy, although in the reform through the restructuring of the gradual realization of the autonomy of the business. However, the competition in the market is so fierce, the state-owned enterprises by the national policy, historical influence and other aspects of the impact, especially in the significant influence of the remuneration and welfare, state-owned enterprises and other enterprises are not much advantage, Conducive to the long-term development of state-owned enterprises. Through the optimization and innovation of the flexible incentive system, it is an important part of the enterprise to play the internal advantages and tap the potential of the enterprise, which is related to whether the enterprise can realize its own macro goal. This paper analyzes the current situation and existing problems of the incentive mechanism of state-owned enterprises, taking Sinosteel Group Refractories Group Co., Ltd. as an example to make a preliminary study on the innovation of salary incentive mechanism in China's state-owned enterprise human resource management
Key words：State-owned enterprises reform；Flexible motivation；Salary System
目 录
摘要1
关键词1
Abstract1
Key words1
第一章 绪论2
（一）研究背景与意义2
（二）国内外研究概况2
第二章 中钢耐火集团薪酬激励现状及问题分析3
（一）背景介绍3
1.企业简介3
2.组织架构3
3.人力资源结构3
(二)中钢耐火集团薪酬激励体系存在的问题5
1.内部公平感知不足，缺乏有效激励 5
2.外部竞争优势下降，满意度降低5
3.员工的薪酬计划缺乏激励性5
（1）年薪制存在的问题6
（2）岗薪制存在的问题6
（三）中钢耐火集团人力资源薪酬激励问题成因分析7
1.企业对薪酬激励问题不够重视7
2.企业管理者能力和魄力不足8
3.员工管理和优秀人才选拔偏离上偏离“以人为本”原则8
第三章人力资源管理薪酬激励柔性方向的优化方案8
（一） 重视薪酬方向的柔性激励机制优化设计8