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marketing strict internal cost control, business and innovation performance. -Increasing electricity access, price increase, electricity supply is guaranteed. In 2012, the company with coal inventory, get rewards of Jiangsu provincial government power to 266 million kWh. Through the small and bilateral trade, access to electricity 1.695 billion kWh, seeking removal compensation when the power 50 million-kilowatt, 116% market share in Jiangsu Province ranked first in the same capacity, the same type units. Company closely tracked coal linkage policies on July 1 and August 20 respectively increase prices 2.08 minutes and 2.5 points, profitability increased significantly. 公 . Job grading, remuneration of labour agreements into long-term contract workers compensation system, stimulating the enthusiasm of the staff. -Further strengthening of human resources management. Full implementation of the performance appraisal regulations, incentive effect. Complete the reserve cadre evaluation and selection, produced 10 primary reserve cadres and 11 secondary reserve cadres. Implementation of operation staff induction gang system, 14 staff posts be promoted. Strengthening the cultivation of professional technical leaders, selected coverage 9 13 factory-level professional and technical leaders. To enhance staff skills training, 8 staff technicians. Labor contract law compliance, contracts of up to 100%. -Star team-building to advance further. Establish a holding system implementation, and promoting the whole team-building goals, strengthen group management. Team building into a performance review, promoting the construction of the star team depth. This year, respectively, 1 track, 4 team four star rated five-star by Datang and the team. Four, insists on six cultural construction of harmonious development, really good job of party construction and the independent Commission against corruption, strengthening the humanistic care and psychological counseling, the enterprise culture construction to a new level. -Building of enterprise culture is fruitful. Companies adhere to the Shenhua lead of corporate culture, culture of responsibility at the core, to safety culture, a culture of learning, ethical culture, cost culture culture system-assisted, through various cultural integration, has boosted business centre, this year has won the Chinese cultural management advanced unit, National Advanced Unit in the building of enterprise culture of reform and opening up 30 and other honorary titles. The liability of the company culture: solving management problems of corporate culture project was awarded the CEC national electric power enterprise culture achievement award of excellence. The accident early warning and prevention system was rated as Chinas power of innovation management, innovation management of electric power enterprise in Jiangsu Province. -Party and the independent Commission against corruption continues to strengthen. Was carried out to maintain第五章 薪酬管理一、选择题(一)单选题1薪酬水平低的企业应注意( )点处的薪酬水平。A50 B25C90 D 752销售提成工资属于( )的形式。A岗位工资制 B技能工资制c组合T资制 D绩效工资制3什么是企业薪酬制度设计的基本依据和前提?( )A岗位分析与评价 B岗位调查与分类c绩效考评的实施 D薪酬的市场调查4下面关于岗位分类的说法不正确的是( )。A岗位的纵向分级和横向分类无关B岗位分类是进行岗位研究的一项重要工作c岗位分类包括横向分类和纵向分级D岗位的纵向分级是在横向分类的基础上进行的5已知岗位分类的步骤包括以下四个方面，正确的顺序为( )。纵向分级；制定岗位说明书；横向分类；建市岗位分类图A Bc D6团队工资的主要组成要素不应当包括( )。A基本工资 B激励性工资c技术工资 n绩效认可奖励7管理人员工资的构成不包括( )。A销售提成 B基本工资c奖金和红利 D福利与津贴8实行经营者年薪制不需要具备的条件是( )。A明确的企业整体绩效考核体系B明确的经营者业绩考核指标体系c健全的经营者人才市场，完善的竞争机制D健全的职工代表大会制度，完善的群众监督机制9以F对绩效工资的说法错误的是( )。A绩效工资制的基础缺乏公平性 B绩效工资过于强调个人业绩效的绩效c计件工资制属于绩效r资形式 D绩效工资制很公平没有争议lO以下关于宽带式工资结构的说法错误的是( )。A宽带式工资结构有利于工作绩效的改进B宽带式工资结构支持直线型组织结构c宽带式上资结构有利于工作岗位变动D宽带式1：资结构能引导员工自我提高11( )可以建立企业年金。A依法参加基本养老保险并履彳J_缴费义务的企业B具有相应的经济负担能力的企业c已建立起集体协商机制的企业D符合上述三个条件的企业(二)多选题1绩效工资制包括( )。A销售提成工资制 B职务工资制c计时工资制 D技能工资制E佣金制2影响企业工资水平的主要内部因素包括( )。A企业所属行业 B企业的规模c企业发展阶段 D企业决策层的工资态度E劳动力巾场3工资凋整的项目包括( J。A考核性调整 B物价性调整C工龄性调整 D奖励性调整E效益性凋整4从主持薪酬调查的主体来看，薪酬调查可以分为( )。A政府的调查 B专业协会的调查C行业的调查 D咨询公司的调查E企业家联合会的调查5从薪酬调查的具体内容和对象来看，薪酬调查可以分为( )。A薪酬市场调查 B商业性薪酬调查c政府薪酬调查 D专业性薪酬调查E员工薪酬满意度调查6薪酬调查的作用包括( )。A为企业调整员_：的薪酬水平提供依据B为企业调整员工的薪酬制度奠定基础C有助于掌握薪酬管理的新变化与新趋势D有利于控制劳动力成本，增强企业竞争力E有利于绩效管理活动的开展7在进行薪酬制度总体设计前必须完成的j：作是( )。A岗位分析 B个人业绩考评c岗位调查 D薪酬市场调查E岗位评价8薪酬调查的结果可以为( )提供依据。A整体薪酬水平的调整 B薪酬制度结构的调整c绩效管理制度的凋整 D薪酬晋升政策的调整E岗位薪酬水平的调整9确定薪酬调查的范围，即确定( )。A被调查的企业 B调查的步骤c被调查的岗位 D调查的目的E调查的时间段lO薪酬调查的方式包括( )。A。企业之间相互阋查 B通信调查c委托中介机构调查 D调查问卷E采集社会公开信息1I下面关于设计薪酬调查问卷的说法正确的是( )。A把相关的问题放在一起B语言标准，问题简单明确c充分考虑信息处理的简便性和正确性D确保表格中的每个调查项目都是必要的E明确薪酬调查问卷要阋查的内容，再设计调查表12岗位工资制的特点包括( )。A根据业绩支付工资 B客观性较强c以岗位分析为基础 D主观性较强E根据岗位支付工资13团队工资的设计主要包括( )。c政府薪酬调查 D专业性薪酬调查E员工薪酬满意度调查14下列属于经营者年薪制特点的是( )。A经营者的年薪与工作责任、决策风险、经济效益挂钩B经营者的年薪及调整由企业的董事会或股东大会决定C经营者的利益与员工的利益相分离，而与企业利益相联系D固定工资从管理费用中支出，浮动工资则从企业税后利润中支出E经营者的年薪不在员工工资总额内列支，与员工工资制度相分离15经营者年薪制的构成要素包括( )。A 可变工资 B浮动工资c基本工资 D固定工资E技术工资16企业工资制度设计的基本原则包括( )。A公平性原则 B激励性原则C竞争性原则D经济性原则E合法性原则二、简答题1简述薪酬调查的作用。2简述工作岗位横向分类的原则。3简述管理性岗位纵向分级的方法。4请简述企业工资制度的主要类型。三、计算题某工程师岗位的薪酬调查数据如下：清根据以上的调查结果，计算出25点处、50点处和75点处的工资水平。被调查企业平均月工资ABCDEFGHI390052005200480043005600390035003200四、案例分析题A企业是一个制药公司，销售业绩一直不好，为了提高销售量销售人员的薪酬水平是公司里级别最高的。但是，销售人员的高工资并没有带来好的销售业绩，其他部门的员工意见很大。因此，公司决策层提出要对薪酬进行调整，使得薪酬更富有激励性。 如果您是A公司的人力资源部经理，承担了进行薪酬体系调整的重任，那么，如何操作才能够使A公司达到薪酬调整的目标并走出困境?参考答案一、选择题(一)单选题1B 2D 3A 4A 5B6 C 7A 8A 9D 10B11D(二)多选题1AE 2ABCD 3ABCDE 4ABCDE 5AE6ABCD 7ABCDE 8ABDE 9ACE 10ABCDE11ABCDE 12BCE 13ACE 14ABCDE 1 5ABD1 6ABCDE二、简答题1. 参考答案：薪酬调查的作用如下:(1)为企业调整员工的薪酬水平提供依据。(2)为企业调整员工的薪酬制度奠定依据。(3)有助于掌握薪酬管理的新变化和新趋势。(4) 有利于控制劳动力成本,增强企业竞争力。2.参考答案：工作岗位横向分类的原则如下:(1)岗位分类的层次宜少不宜多。(2)直接生产人员岗位的分类应根据企业的劳动分工与协作的性质与特点来确定；而管理人员岗位的分类则应以它们具体的职能来划分。(3)大类、小类的数目多少与划分的粗细程度有关，在分类的粗细方面，应以实用为第一原则。1参考答案:管理性岗位纵向分级的方法如下大多数企业单位设置的管理岗位没有经过科学的设计，岗位设置庞杂混乱，因人设岗的现象比较严重，给管理人员岗位归级带来极大困难。在总结国内外岗位分析和分类的先进经验的基础上，提出以下分级思路和建议：（1）精简企业组织结构，加强定编定岗定员管理，对企业岗位进行科学的设计和改进。（2）对管理岗位进行科学的横向分类。在将管理人员岗位划分为若干中或小类的过程中，应充分体现分类管理的原则，将企业单位管理岗位划分为管理类、技术类、事务类等多个中类之后，再细分为若干小类，并在每一职系建立相应的岗位评价指标体系和评价标准。（3）为了有效地完成管理岗位划岗归级的任务，评价要素的项目分档要多，岗级数目也应多于直接生产岗位的岗级数目（一般为1.42.6倍）。（4）在对管理岗位划岗归级后，应对管理岗位岗级进行统一列等，从而建立管理类、技术类以及事务类等管理岗级之间对应的关系。2参考答案:企业工资制度的主要类型包括:（1）岗位工资制，包括：岗位等级工资制，如一岗一薪制、一岗多薪制；岗位薪点工资制。（2）技能工资制，包括：技术工资、能力工资。（3）绩效工资制，包括：计件工资、佣金制。（4）组合工资制,即上述工资制度中的若干项组合在一起的工资制度。三、计算题1按平均月工资按由低到高的顺序进行排列：被调查企业平均月工资排序（由高到低）FBCDEAGHI5 6005 2005 2004 8004 3003 9003 9003 5003 2001234567892各点处的工资水平分别为：25%点处：3 900 50%点处：4 300 75%点处：5 200 四、案例分析题1策略A公司新的薪酬制度应以提高公司产品市场竞争力，扩大公司产品市场份额为宗旨，要充分体现公司以人为本的企业理念和薪酬分配制度的竞争性、激励性作用。2具体方案和操作程序（1）基本原则：按劳取酬、效率优先、兼顾公平。收入与贡献挂钩，实行浮动考核、动态管理。(2)为了体现薪酬分配制度对外公平的功能，公司对一线部门员工倡导实施“市场化工资分配制度”。(3)公司对市场部、销售部各职位采取平等竞争、择优上岗。(4)公司一线部门（研发部、市场部、销售部）人员工资调整后由三部分构成：市场工资+提成工资+津贴。市场部和销售部人员工资构成：市场工资：（本地区）同类人员平均工资水平的75%；提成工资：是指销售人员完成公司销售计划后按公司确定的比例提成；津贴：公司将对新老产品的销售员给予不同的津贴（津贴根据产品的推广难度确定，新老产品津贴比例确定为31，基数由公司确定）。研发部人员工资构成：市场工资：（本行业）同类人员平均工资水平的80%。提成工资：以产品销售额为基础按产品投放市场的时间，采取递增方式计提，16月为销售额的8，以后每6个月递减1个点。最终控制在0.5。（5）以上三部门负责人不参与内部分配，公司对其采取年金分配方式。3可能出现的问题及对策（1）市场工资不能准确了解，定位不准。方案不能得到广大职工的理解和认可，可采取职工代表大会协商的办法确定。（2） 研发部、市场部、销售部可能就薪酬水平问题相互扯皮，处理不好将事与愿违，破坏内部的合力，这样就会给企业造成极大损失。对策：加强各部门的相互沟通，工资方案设计要灵活、可控，以便根据情况随时调整。（3） 改革后，销售人员间的工资差距拉大，部分工资低的销售人员更喜欢以前“大锅饭”形式的工资，会排斥新的工资形式。首先，应对这类员工进行教育培训，改变他们的观念，使其接受新的工资形式；其次，为销售业绩高的员工与销售业绩低的员工提供交流平台，让他们交流经验，共同提高；最后，裁减培训后仍无法适应新工资形式的员工。在抓好理论学习和业务学习的同时，贴近机关实际，收听收看市政管理，街道卫生工作管理，促进了学用结合。为人民服务是党的根本宗旨。我们在市政管理建设中，牢固树立“以人为本”的服务理念，全面提升服务意识、服务效率、服务水平和服务质量，积极构建与服务对象之间的和谐关系。security, profit, maintain stability and promote harmonious development as the main content of the three guarantees theme practice activities and stressing party spirit, to conduct, for example campaign, party and further improvement of the level of work. Staff participating in the honest and clean culture construction seminars, staffs sense of probity and enhanced. Founded by honest inspectors team composed of 12 employees to broaden the channels of supervision. Adhere to establish four good leadership activities, staff satisfaction rate of 98% to the team. -Group work dynamic. Promoting the openness of factory Affairs, proposal for a love letter box, to the vital interests of the staff Trade Union delegation leader meeting of the 26 system to discuss and safeguard their democratic rights. Improve the organizational structure of the mission, the work of strengthening. Organize maintenance labor emulation and health Cup competition, enhance the skills of staff. Organized a variety of cultural activities, physical and mental health care staff, to create a harmonious atmosphere. During the Wenchuan earthquake, donated all the company employees, to love, to support the disaster areas. This year, the company has won the Su . Cutting costs can be controlled, money should not be wasted management philosophy, management analysis, to improve management quality, improve cost control capacity and market competitiveness. Innovation of science and technology-science and technology innovation is to play the role of science and technology as the primary productive force, active use of new technologies, new materials, new processes, new equipment, increase investment in science and technology, strengthening scientific and technological training, speeding up transforming scientific and technological achievements, forming a number of proprietary technology, enhancing core competitiveness. Resource-saving-the-resources saving enterprise was to reduce coal consumption, water consumption, electricity at the core, enhance the operation of lean management to realize low consumption, high efficiency, reduce production costs. Second is to strengthen the business, financial, material, information and the optimization of organization and management, saving the internal transaction costs. Harmonious development of harmonious development-is to construct a foreign environment for development. XING refers to the internal security firm and internal management of the internal management measures are effective, harmonious. Foreign currency means Enterprise coordinating development of homeopathy, well, get along with the neighbors better. (B) XX 2013 five enterprises building intrinsic safety power company goals are: unplanned outage 0 times. Class of disorders 0, 0 is equivalent forced outage rate. No personal injury accident, material and equipment accidents do not occur, no fire, no environmental pollution accident. Enterprise integrated to achieve zero cases of violation, zero accidents, zero. Quality goal is: when generating capacity 7.5
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