1、毕业论文（设计）任务书题目基于个性差异的A企业激励型薪酬体系研究一、主要任务与目标薪酬体系是人力资源管理的一个重要组成部分。当前，人才竞争日趋激烈。现代企业在保证其薪酬体系的保障功能外，更加注重其激励性，期望借此吸引人才。发挥员工积极性，使之成为提高企业竞争力的重要手段。企业应该在充分了解现代薪酬体系的含义，考虑到企业目标、组织结构、市场环境等对薪酬方案起决定性影响的因素后，按照科学的薪酬管理程序制定出与本企业相匹配的薪酬体系。在薪酬体系的设计过程中，企业不仅要体现薪酬的内在一致性、外在竞争性、个人公平性，同时也要注重发挥精神激励的作用，不断完善福利制度。本课题的主要任务是运用所学的薪酬体系构
2、建的知识，通过对国内外企业关于薪酬体系设计研究资料的收集，找出A企业现存薪酬模式存在的问题并予以解决，设计一套基于个性差异的激励型薪酬体系。本课题的目标是依照相关分析结果改进并设计出一套合理的基本可操作的适合A企业的薪酬模式。二、主要内容与基本要求（一）主要内容1国内外对企业薪酬体系研究情况薪酬体系的定义和构成，薪酬体系设计的理论基础，我国薪酬体系设计的现状和误区。2员工激励模式的情况激励的概念，实施激励应遵循的原则，现代国内企业实施员工激励的情况及存在的主要问题，员工对现行激励模式的满意度。3个性差异的情况员工个性差异的表现，对于个性差异的研究理论，对于不同性格员工的管理模式，新激励型薪酬体
3、系的实施，新方案的创新总结及需要改进的地方。（二）基本要求1进行薪酬体系设计方法有关文献资料收集，要求查阅文献资料不少于20篇，并按时完成文献综述和外文资料翻译。2认真解读资料内容，在充分理解该课题主要内涵和技术要素的基础上确定人力资源管理专业2011届本科毕业论文（设计）撰写结构和主要内容，写出开题报告。3文献综述、外文翻译、开题报告撰写及毕业论文等的写作根据学校和学院的各项具体要求规范执行。4毕业论文必须做到理论联系实际，基本论点明确，论据充分，有较强的说服力，结构严谨，层次清晰，文字简练，书写整洁。三、计划进度2010102120101115完成过程材料（文献综述、开题报告、任务书及外文
4、翻译）2010111620101130完成论文初稿2010120120101215完成论文定稿推荐参考文献1朱学宏，杨涛，胡艳心理契约视角下知识型员工激励系统的优化中南大学，200942范莹，严微以个性为基础的员工激励重庆大学，2001123于冬梅企业薪酬体系设计探讨哈尔滨工业大学，200444陶建宏企业集团薪酬体系的构建陕西科技大学，200835王琳，沈进中国企业薪酬体系的问题分析与对策河海大学，200516王彩峰浅析激励性薪酬体系的设计西藏职业技术学院，201017郝艳伟浅析我国国有企业薪酬体系华东师范大学，200948吴晋雯如何构建企业薪酬体系浙江工商职业技术学院，200869史宝金我国
5、国有企业激励模式的演变河南科技学院，2006510张瑜浅析我国现代企业的几种新薪酬激励模式贵州大学，2009211杨玉峰浅析组织管理中的激励模式渤海大学旅游学院，2008112刘树奎基于薪酬激励模式的调整淮海工学院，20071113金润圭论企业经营管理者的激励模式和约束机制，2001314吕文福浅谈如何建立员工有效的激励模式，2010215吴龙管理心理学视角下个性差异管理策略2007216李秀改，李福华个性差异在管理领域中的应用2005617赵俊琳，朱玉芬基于管理人员性格特征分析20085人力资源管理专业2011届本科毕业论文（设计）18郭君,管颖利用性格分析进行员工管理的方法和对策20099
6、19贾玉雯我国中小企业员工激励研究综述2010520王晓峰基于不同人性假设的员工激励机制分析2008321THESALARYPLANNINGOFTHEPRIVATEENTERPRISESLUOBO,UKDITWILLALSOOFTENTAKECAREOFTHEBUSINESSACTIVITIESINSIDEENTERPRISESBYRELEVANT,IRRELEVANTPERSONNELALLTHESEMAKESALARYPLANNINGOFPRIVATEENTERPRISESDEMONSTRATESOBVIOUSINDEPENDENCE222FLEXIBILITYOFSALARYPLANNI
7、NGOFPRIVATEENTERPRISEIINTERMSOFDESIGNATION,PRIVATEENTERPRISESCANADJUSTTHEMOSTSUITABLESALARYSTRATEGICTOTHEDEVELOPMENTOFENTERPRISE,ACCORDINGTOTHENEEDSOFONESELFCONSTANTLYTHEFLEXIBILITYOFSALARYPLANNINGOFPRIVATEENTERPRISEHASCLOSETIESWITHITSINDEPENDENCEWITHOUTINDEPENDENCE,ITWILLBEVERYDIFFICULTTOACCOMPLISH
8、THEFLEXIBILITY,ANDTHEFLEXIBILITYISTHECONCRETEBEHAVIOROFINDEPENDENCE,OTHERWISEITWILLBE“SLAVEGIRLWHOADMINISTERTHEKEYBUTNOTTHEMANAGER“223PROFITABILITYOFSALARYPLANNINGOFPRIVATEENTERPRISESTHEPURPOSEOFSALARYPLANNINGOFPRIVATEENTERPRISEISVERYCLEAR,THATIS,BRINGLARGERPROFITTHROUGHTHESALARYLEVERNOMATTERHOWMUCH
9、THESALARYTHATTHEPRIVATEENTERPRISEGIVESTOTHESTAFF,ALLISTOEARNMOREPROFITSANDMAINTAINTHELONGTERMEXISTENCEANDDEVELOPMENTOFENTERPRISESHOWEVER,THESTATEOWNEDENTERPRISEISNOTTOTALLYFORMAKINGPROFITSITISBEARINGOTHERSOCIALDUTIESTHATTHECOUNTRYGIVES,SUCHASSOLVINGEMPLOYMENT,SAFEGUARDINGSOCIALSTABILITY,IMPROVINGNAT
10、IONALDEFENSEANDWHOLENATIONALFORCE,ETCTHESEMAINCHARACTERISTICSOFTHREEASPECTSHAVEOFFEREDTHEGOODPLATFORMFORPRIVATECORPORATATIONPLANNINGSCIENTIFIC,RATIONALSALARYSYSTEM3THECURRENTSITUATIONANDEXISTINGPROBLEMOFSALARY人力资源管理专业2011届本科毕业论文（设计）MANAGEMENTOFPRIVATEENTERPRISESASANIMPORTANTSTRENGTHOFOURNATIONALECON
11、OMY,PRIVATEENTERPRISESHAVEALREADYMADEENORMOUSACHIEVEMENT,BUT,ITISUNDENIABLETHATPRIVATEENTERPRISESARENONSTANDARDANDNOTSCIENTIFICINMANPOWERRESOURCESMANAGEMENT,ESPECIALLYPLANNINGOFTHESALARYSYSTEM31SALARYDETERMINEDMECHANISMISNONSTANDARDBECAUSEOFINFLUENCEOFMANAGEMENTOFITSOWNFAMILY,ALOTOFPRIVATEENTERPRISE
12、SDONOTHAVEPERFECTANDSCIENTIFICSALARYSTANDARDANDSALARYSYSTEM,ANDITISRANDOMTOCONFIRMITSSALARY,WHICHSHOWSCONCRETELYINTHEFOLLOWINGFACETS1THEBOSSDECIDESTHEMODEOFTHESALARYCONFIRMATIONTHEFUNCTIONOFTHISKINDOFMODEISREMARKABLEONINITIALSTAGEOFPRIVATEENTERPRISES,BECAUSEITCANREDUCETHESALARYDESIGNCOSTANDMAKETHEBO
13、SSKNOWCAPITALTURNOVERFLOWSITUATIONOFENTERPRISEVERYWELL,BUTTHESALARYCONFIRMMODEDEMONSTRATESITSENORMOUSDRAWBACKONENTERPRISESGREATLEAPFORWARDDEVELOPMENTSTAGE,ESPECIALLYONTHESECONDPHASEOFDEVELOPMENTSTAGEFIRSTLY,THEBOSSDECIDINGMODEISLIMITEDBYRESTRAININGINBOSSPERSONALSALARYVIEWANDEXPERIENCE,SOITISNOTSCIEN
14、TIFICSECONDLY,THEMODEMAYCAUSEANDSTRENGTHENTHECONTRADICTIONBETWEENENTERPRISESLEADERANDSTAFF2SALARYSFUZZINESSALOTOFPRIVATEENTERPRISESTAFFFEELCONFUSEDABOUTHOWTODETERMINETHEIRSALARYANDWHATISTHESTANDARDWHATKINDOFBEHAVIORSALARYSTEMSFROM,WHICHAPPROACHCANHELPGETHIGHERSALARY,ETCTHISKINDOFSALARYSFUZZINESSMAYC
15、AUSETHESTAFFVARIOUSCONJECTUREEVENDISCONTENTEDEASILY32SEETHESALARYASTHEPURECOSTSOFENTERPRISESONPRESENTSTAGE,MOSTOFPRIVATEENTERPRISESALWAYSTHINKINTHISWAYTHEPROFITISTHEGROSSINCOMEMINUSTOTALCOST,ANDTHEGROSSINCOMEISDIRECTLYCORRELATEDWITHSCALEOFENTERPRISESTHELARGERTHESCALEIS,THEMORETHEGROSSINCOMESARE,ANDT
16、HEYTHINKWRONGLYTHATTHESCALEISDECIDEDBYMACHINE,EQUIPMENT,FACTORYBUILDING,ETC,ANDTHETOTALCOSTINCLUDESTHECOSTOFLABORANDTHECOSTOFNONLABORTHECOSTOFNONLABORISUSUALLYDIRECTLYCORRELATEDWITHSCALE,THATISTOSAY,WHENTHESCALEDOESNOTCHANGEMUCH,NEITHERDOESTHECOSTOFLABORFORINSTANCE,THEREISNONEEDTOBUYTHENEWEQUIPMENT,
17、NEWLYBUILTFACTORYBUILDINGHOWEVER,THECOSTOFLABORISDIFFERENT,ITCANBECONTROLLEDINDEPENDENTLYBYPRIVATEENTERPRISES,ANDITCANINCREASEANDDECREASEARTIFICIALLYSOMANYPRIVATEENTERPRISESHAVEHIGHENTHUSIASMONTHEINVESTMENTOFFACTORYBUILDINGANDEQUIPMENT,BUTAREUNWILLINGTOIMPROVESALARYLEVELSOFSTAFF,EVENDEFERORDECREASES
18、TAFFSSALARYATWILLTHEYHARDLYREALIZE,ONEOFTHEBASICIDEASOFTHEMODERNSALARYMANAGEMENTISTHATBENIGNCYCLEBETWEENTHEINCREASEOFSALARYLEVELSOFSTAFFANDTHEIMPROVEMENTOFSTAFFSQUALITYISIMPORTANTSIGNOFENTERPRISESFLOURISH33THEDEARTHOFFAIRDEGREEOFEVALUATIONOFSTAFFSSALARYPRIVATEENTERPRISESMAYHAVENOTICEDTHEFAIRPROBLEMI
19、NTHEMANAGEMENTOFTHESALARY,ASHORIZONTALFAIROFSAMEGRADESTAFFANDVERTICALFAIROFDIFFERENTGRADESTAFF,ETCBUTTHEYHAVEOFTENONLYPAIDATTENTIONTOTHEJUSTICEOFTHERESULTOFTHESALARYDESIGNON,IGNOREDTHEFAIRNESSOFTHEPROCEDUREOFSALARYEVALUATIONINTHEIRVIEW,SOLONGASHESTAFFSSALARYISEQUALTOTHEIRRELATIVEWORKINGVALUE,OREQUAL
20、TOTHECONTRIBUTIONTOTHEENTERPRISE,ITISNOTIMPORTANTWHETHERISFAIRORNOTONDESIGNAND人力资源管理专业2011届本科毕业论文（设计）OPERATIONOFSALARYSFRAMETHEREFORE,ATGROWTHSTAGEOFENTERPRISES,QUITEAFEWOFPRIVATEENTERPRISESCHOSETOOPERATETHESALARYFRAMEINWARDLYTHEMETHODMAKETHEUNCERTAINTYOFSTAFFABOUTRELATIVEFAIRNESSOFTHEIRINCOME,WHICH
21、LEADTOTHESYSTEMOFTHESALARYUNABLETOGETUPALREADYEXISTINGMOTIVATIONEFFECT34THELACKOFTHESALARYENCOURAGEDPOLICYINSIDETHEEXCHANGESRELATIONOFLOWGRADEPRIVATEENTERPRISES,INDIVIDUALSOFSTAFFARETOTALLYPASSIVEANDMECHANICAL,ANDTHEWORKALSOLACKSTHEENTHUSIASMANDCREATIVITYBUTWITHTHEIMPROVEMENTOFSTAFFSQUALITY,THESTAFF
22、INDIVIDUALS,ASTHEINDEPENDENTINTERESTSSUBJECT,ITSCHARACTERISTICSAPPEARASWELL,ANDSTAFFSPERSONALENTHUSIASM,EXERTIONOFCREATIONNEEDENTERPRISESOFFEROMNIDIRECTIONALENCOURAGEMENT,BUTMANYPRIVATEENTERPRISESSALARYPOLICYLACKENCOURAGEMENTFIRST,THESALARYISNOTCOMPLETETHEREARENTEVENBASICRETIREMENTANDMEDICALINSURANC
23、ESECOND,SALARYOFADMINISTRATIVESTAFFHASNTCONSIDEREDTHEIRRANGEANDRADIUSOFMANAGEMENTTHIRD,THEENCOURAGEMENTTOTHEKEYSTAFFANDSTAFFWITHOUTSTANDINGCONTRIBUTIONSTOTHECOMPANYISINSUFFICIENT4THEOPTIMIZATIONTACTICSOFSALARYPLANNINGOFPRIVATEENTERPRISESTHESALARYMANAGEMENTISTHEIMPORTANTCONTENTOFENTERPRISESMANPOWERRE
24、SOURCESMANAGEMENT,ANDTHESALARYMANAGEMENTSFOUNDATIONISTHESALARYPLANNINGIFPRIVATEENTERPRISESOFCHINAWANTTOATTRACTANDKEEPHIGHQUALITYTALENTSANDESTABLISHINANUNASSAILABLEPOSITIONINTHETALENTCOMPETITIONOFTHEWORLD,THEYMUSTDOTHESALARYPLANNINGOFENTERPRISESWELL,INORDERTOGOOUTOFTHEMISTAKENIDEAOFSALARYPLANNINGOFPR
25、IVATEENTERPRISES41CHANGESTHEIDEAOFTHESALARY,BRINGUPSTRATEGICALLYLEADINGTHESALARYVIEWWHICHPAYSATTENTIONTOMANPOWERGROWTHTHETRANSITIONOFTHEIDEAISTHEPREREQUISITEFORENTERPRISEIMPROVEMENTTHEPRIVATEENTERPRISESSHOULDFULLYREALIZETHEFUNCTIONOFTHEMANPOWERCAPITALCONSIDERTHEAPPRECIATIONEFFECTOFTHEMANPOWERCAPITAL
26、EMPHASIZETHEGAINSHARINGBETWEENBOTHSIDESOFTHELABOURANDCAPITAL,USEAPARTOFENTERPRISESPROFITFORTHESTAFFSREWARD,SETUPTOTHESTAFFSREWARDPLANINYEAR,LETTHESTAFFSHARETHEACHIEVEMENTOFENTERPRISESDEVELOPMENTTHEYCANSETUPSTOCKRIGHT,FICTITIOUSSTOCK,PERFORMANCEUNIT,SHAREANDREWARDETCANDENCOURAGINGPLANTOSENIORADMINIST
27、RATOR,KEYTECHNICALBACKBONELETTHEYPARTICIPATEINCOMPANYSMANAGEMENT,ADMINISTRATIONANDPROFITDISTRIBUTIONANDMAKETHEIRINTERESTSLINKEDTOINTERESTSOFENTERPRISESCLOSELYTHISISTHECONCENTRATEDREFLECTIONTHATTHEPRIVATEENTERPRISESUSETHETIEOFSALARYMANAGEMENTTOOPERATE“MANPOWERCAPITALSTOCKRIGHT“INENTERPRISESMANPOWERCA
28、PITALSTRATEGICALLYLEADINGTHESALARYVIEWEMPHASIZETHESALARYDESIGNSHOULDTAKETHEDEVELOPMENTSTRATEGIESOFENTERPRISESASTHEDIRECTIONINSTRATEGYOFTHESALARY,THESYSTEMOFTHESALARYANDMANAGEMENTSTRATEGY,STAFFSSTRUCTURE,CORPORATECULTUREANDDEVELOPMENTOFENTERPRISESMAKEARESERVATIONTOMATCH,EMPHASIZESUPPORTINGPLATFORMFUN
29、CTIONANDSTRATEGICALLYLEADINGFUNCTIONOFSALARYSYSTEMSALARYISNOLONGERREGARDEDASTHEUNAVOIDABLECOSTS,BUTAKINDOFTOOLANDIMPORTANTLEVERTOACCOMPLISHTHEGOALOFORGANIZATIONTHEPRIVATEENTERPRISESAREONTHETHRESHOLDOFREBUILDING,SOITSSALARYSYSTEMSHOULDPUTFORTHEFFORTTOREFLECTTHE人力资源管理专业2011届本科毕业论文（设计）STRATEGICINTENTIO
30、NOFENTERPRISES,PAYATTENTIONTOMOLDAKINDOFCORPORATECULTUREWHICHISCONCERNINGMANPOWERGROWTHOFCAPITAL,FORMTHEKEYCOMPETITIVENESSWHICHISFAVORABLETOENTERPRISESDEVELOPMENT42PAYSATTENTIONTOTHEFAIRNESSOFTHECONTACTBETWEENWORKANDSALARYTHEFAIRNESSOFTHECONTACTBETWEENWORKANDSALARYINCLUDESTHECOURSESFAIRNESSANDRESULT
31、SFAIRNESSITTHESOCALLEDCOURSESFAIRNESS,SALARYDETERMINATIONMECHANISM,AVOIDEDTHEFUZZINESSOFSALARYCONFIRMATIONTHERESULTSFAIRNESSEMBODIESTHECOURSESFAIRNESSWHENPRIVATEENTERPRISESDESIGNTHESALARY,THEYSHOULDFORECASTTHEFAIRNESSOFSALARYSSYSTEM,TOMAKETHECOURSESFAIRNESSSTRUCTURETHERESULTSFAIRNESS,ANDMAKETHERESUL
32、TSFAIRNESSREFLECTTHECOURSESFAIRNESSTHEREFORE,THEYSHOULDALLOWANDENCOURAGETHESTAFFTOPARTICIPATEINTHEDESIGNANDMANAGEMENTOFTHESYSTEMOFTHESALARYTHEFOREIGNCOMPANYSPRACTICERESULTINTHISRESPECTSHOWSCOMPARIEDWITHTHESALARYSYSTEMWITHOUTTHESTAFFSPARTICIPATION,THEDESIGNANDMANAGEMENTOFTHESYSTEMOFTHESALARYWHICHLETT
33、HESTAFFPARTICIPATEINALWAYSMAKEMORESATISFACTIONANDCANBEEFFECTIVEFORALONGTIMEITISNODOUBTTHATTHEMORETHESTAFFSPARTICIPATIONINTHEDESIGNANDMANAGEMENTOFTHESALARYSYSTEM,THEBETTERTHESALARYSYSTEMWHICHISSUITABLEFORTHESTAFFSNEEDSANDCORRESPONDINGTOREALITYDURINGTHEPROCESSOFPARTICIPATINGINSYSTEMDESIGN,COMMUNICATIN
34、GTOTHEPOLICYOFTHESALARYWITHPURPOSE,PROMOTINGTHEMUTUALTRUSTBETWEENADMINISTRATORANDTHESTAFF,WHICHCANMAKETHEWAGESSYSTEMWITHDEFECTMOREEFFECTIVE43SALARYINCENTIVESYSTEMSSHOULDSHOWTHECULTURALIDEA“PEOPLEFIRST“SETTINGUPTHESALARYINCENTIVESYSTEMOFPEOPLEFIRSTREQUIRESENTERPRISESTOHOLDTHEINHERENTDEMANDOFDIFFERENT
35、STAFF,IMPROVESTAFFSINTERESTSPOSITIVELY,ANDEXCITETHEHIGHLEVELDEMANDOFTHESTAFFCONSTANTLYINCREATIONONONEHANDENTERPRISESSHOULDOFFERTHERATIONALANDQUANTITIVECURRENCYVALUETOSTAFFONTHEOTHERHANDTHEYSHOULDPROVIDETHEWORKWITHCHALLENGE,THEFULFILLMENTINWORKANDTHEAPPROPRIATESOCIALSTATUS,ATTRACTIVECORPORATECULTURE,
36、GOODWORKINGENVIRONMENT,THEELASTICWORKINGTIMEANDTHECOMMENDATIONANDGRATITUDETOPERSONNELENTERPRISESSHOULDEXPLORETHESUITABLEANDPLURALISTICSALARYSYSTEMFORENTERPRISEANDSETUPFLEXIBLEINCENTIVESYSTEMANDELASTICSELFSERVICEWELFAREPLANINBONUSGRANTINGRESPECT,MAKEENTERPRISESBEENABLETOADJUSTTHENUMBEROFTHEBONUSINTIM
37、EACCORDINGTOTHECHANGEOFTHESTAFFSPERFORMANCE,LETTHESTAFFHAVETHEFULFILLMENTANDCRISISAWARENESSATANYTIME,MAKETHEBONUSREALLYPLAYAROLEINENCOURAGINGEXCELLENTSTAFFINWELFAREINSURANCEASPECT,GETACHIEVEMENTINTOUCHWITHTHEWELFARE,STOPTHEDRAWBACKOFAVERAGEWELFARETHROUGHSYSTEM,MEANWHILEENTERPRISESCANOFFERTHESELFSERV
38、ICEWELFAREINSURANCEFORMS,WHICHENABLESTAFFTOCHOOSETHENECESSARYWELFAREINSURANCEPLANFREELYANDMAKETHEEMPLOYEEWELFAREUTILITYMAXIMIZEDINTHISWAY,BOTHOFTHESTAFFSSATISFACTIONANDLOYALTYTOENTERPRISESWILLBEPROMOTED5CONCLUSIONSINAWORD,DUETOTHERESTRICTIONOFMULTIPLEFACTORS,SUCHASTRADITIONALSALARYCONCEPT,UNPERFECTE
39、DTHEORY,THEINADEQUATETECHNOLOGYPROGRESS,THEREAREALOTOFDEFECTSINTHEPLANNINGOFTHESYSTEMOFTHESALARYINTHEPRIVATEENTERPRISESHOWEVER,THECHARACTERISTICANDADVANTAGESOFTHEPRIVATEENTERPRISESOFOURCOUNTRYHAVEOFFERED人力资源管理专业2011届本科毕业论文（设计）THEGOODPLATFORMTOMAKEANDIMPLEMENTTHENORMALANDSCIENTIFICSALARYSYSTEMITISTHE
40、INEVITABLECHOICETOACCELERATETHEIMPROVEMENTOFTHESYSTEMOFTHESALARYPLANNINGFORTHEDEVELOPMENTOFPRIVATEENTERPRISESOFOURCOUNTRYWILLPROMOTETHESUSTAINABLEDEVELOPMENTOFWHOLENATIONALECONOMYOFOURCOUNTRYASWELLTHEREFORE,THESALARYOFPRIVATEENTERPRISESOFOURCOUNTRYINNEWPERIODWILLBEPLANNEDINORDERTOCHANGETHETRADITIONA
41、LIDEA,TOBRINGUPTHESTIGMASTRATEGICALLYSALARYVIEWWHICHPAYSATTENTIONTOMANPOWERGROWTHOFCAPITAL,CONCERNONTHEFAIRNESSOFTHECOURSEOFTHESALARYPLANNINGSYSTEMANDINCREASETHETRANSPARENCYOFSALARYPLANNING,ANDWILLPOURTHECULTURALIDEAPEOPLEFIRSTINTOINTHEINCENTIVESYSTEMOFTHESALARY,LAUNCHFORTHECOREWITHHOWTOOPTIMUMTHESA
42、LARYSYSTEMITISASIGNIFICANTRESPONSIBILITYFORUSTOPERFECTTHESALARYPLANNINGOFTHEPRIVATEENTERPRISESCONSTANTLYINOURCOUNTRY,SORELEVANTADMINISTRATORSANDENTREPRENEURSSHOULDALLCOOPERATEACTIVELYANDOFFERTHENEWOPPORTUNITYTOACCELERATETHEDEVELOPMENTOFTHEPRIVATEENTERPRISES原文二2010SALARYSURVEYMEGANEVANS资料来源SPECTROSCO
43、PYMAR1,2010DOWNSIZINGANDLAYOFFSHAVEAFFECTEDNEARLYEVERYFACETOFTHEAMERICANWORKFORCEDURINGTHELASTYEAR,ANDTHESPECTROSCOPYJOBMARKETISNOEXCEPTIONDESPITETHIS,THESPECTROSCOPYFIELDHASSEENSOMEINCREASESINSALARY,ASWELLASWORKLOADSANDSTRESSLEVELSTHISYEAR,SPECTROSCOPYSSALARYSURVEYHAD553RESPONDENTS,FROMABROADRANGEO
44、FJOBSECTORSANDLOCATIONSHEREAREAFEWSTATISTICSABOUTTHISYEARSRESULTS28OFRESPONDENTSAREFROMTHEMIDWESTREGION27AREFROMTHENORTHEASTREGION21AREFROMTHESOUTHEASTREGION21AREFROMTHESOUTHWESTREGIONAND3AREFROMTHENORTHWEST20OFRESPONDENTSARE5054INAGE14ARE4044INAGE14ARE4549INAGE12ARE5559INAGE11ARE3539INAGE10ARE6064I
45、NAGE7ARE3034INAGE6ARE2529INAGE5ARE65INAGEAND1ARE2024INAGE73OFRESPONDENTSAREMALEAND27AREFEMALE43OFRESPONDENTSHOLDDOCTORALDEGREES34HOLDBACHELORSDEGREES20HOLDMASTERSDEGREESAND4HOLDASSOCIATEDEGREES62OFRESPONDENTSRECEIVEDTHEIRHIGHESTDEGREEINCHEMISTRY11RECEIVEDITINBIOLOGY8RECEIVEDITBIOCHEMISTRY/BIOPHYSICS
46、8RECEIVEDITINPHYSICS3RECEIVEDITINENVIRONMENTALENGINEERING/SCIENCE2RECEIVEDITINCHEMICALENGINEERING2RECEIVEDITINGEOLOGY/EARTHSCIENCE2RECEIVEDITINPOLYMERSCIENCEAND2RECEIVEDITINPHARMACEUTICALSCIENCE64OFRESPONDENTSWORKINTHEPRIVATESECTOR18WORKINACADEMIA14WORKINGOVERNMENT/NATIONALLABAND4WORKINOTHERAREAS93O
47、FRESPONDENTSAREEMPLOYEDFULLTIME3AREPOSTDOCTORALRESEARCHERS/GRADUATESTUDENTS2AREEMPLOYEDPARTTIME1ARECONTRACTEMPLOYEES/CONSULTANTSAND1AREUNEMPLOYED20OFRESPONDENTSARESENIORSCIENTISTS/RESEARCHERS/RESEARCHFELLOWS15ARECHEMISTS/SPECTROSCOPISTS14ARELABORATORYDIRECTORS/MANAGERS10ARESTAFFSCIENTISTS/RESEARCHER
48、S/RESEARCH人力资源管理专业2011届本科毕业论文（设计）FELLOWS5AREFULLPROFESSORS5ARELABORATORYTECHNICIANS/TECHNOLOGISTS5AREANALYSTS4ARERESEARCHASSISTANTS/ASSOCIATES2AREASSISTANTPROFESSORS2AREASSOCIATEPROFESSORS2AREPROCESSENGINEERS2ARETECHNICALDIRECTORS1AREPROCESSCHEMISTS1ARECEO/PRESIDENTSAND12AREOTHERPAYITFORWARDACCORDIN
49、GTOTHISYEARSSURVEY,THEMEANSALARYFORALLRESPONDENTSIS80,778,WHICHISANINCREASEFROMLASTYEARSMEANOF78,807ANINCREASEOF1971THISISALSOTHELARGESTSALARYWEVESEENOVERTHELASTDECADEASSEENINTABLEIWITHTHEEXCEPTIONOF2008,SALARIESHAVERISENCONTINUOUSLYFORSPECTROSCOPISTSBYAFEWTHOUSANDDOLLARSEACHYEARTHELARGESTINCREASEREPORTEDWASIN2006,WHENTHEAVERAGESALARYROSEBYNEARLY5000WHENEVALUATINGTHEDATATHISWAY,ITISNOTSURPRISINGTHATTHESALARIESCONTINUEDTORISEDESPITETHETROUBLEDECONOMYANOTHERFACTORPLAYINGINTOSALARIESAGAINTHISYEARWASRESPONDENTSLEVELOFEXPERIENCEINTHEIRR
