Compensation System of Agricultural Resources Industity In China－The case study of S Corporation

大陸農資行業正受到農業市場轉型而開始進入高成長階段，但也隨著經濟成長所帶動的人才高流動性問題，農資行業最重要的管理制度除了建議公司的規章制度及開創發展性以外，如何建立一個員工所可以認同的薪酬制度，以提高員工工作積極度，創造企業與員工雙贏的局面，是近年來農資行業中最重要的議題之一。 本研究探討農資行業中管理制度、薪酬制度及企業發展性的關係。以外部營業員工的問卷研究為研究依據,提出相應的研究結果。期望能自管理應著重注意的幾個問題進行討論，並將對公司管理制度、薪酬制度及對未來發展三大部分進行整合分析。在市場經濟條件下，員工通過在企業的生產和勞動行為，換取報酬，以滿足個人及其家庭的生活需求。合理的工資制度和工資水準，可以使員工有一種安全感和對預期風險的心理保障意識，從而增強對企業的信任感和歸屬感。反之，不合理的工資制度和工資水準，則會使員工產生不公平和不信任的感覺，使員工產生抱怨，影響員工工作積極性的發揮。 作為一家台灣上市公司，S 公司自 2001 年進入大陸市場到現在，都保持著在農資行業中快速成長的態勢，但在發展背後，也出現了一些核心員工流失、員工工作績效水準不高的問題，究其原因，正是不合理的薪酬制度所造成的。 本研究將在對 S 公司薪酬制度現狀深入調查的情況下，結合問卷調查及分析，並提出相應的研究結果，對員工的薪酬及管理體系進行說明解釋，為農資行業中應如何建立良好的管理制度、具競爭力的薪酬制度提出實踐應用方法。China agricultural resources industry is began the transition into the high-growth phase, but the industry is also have problems about the lost of human resoures. The most important thing of this industry is the management system, in addition to the company's proposal to create a development of rules and regulations and beyond how to build a staff that can identify the salary system in order to improve the degree of employee motivation, creating a win-win situation of enterprises and employees, is one of the agricultural resources industry in recent years, the most important issue. This study investigated the relationship between the agricultural industry management systems, compensation and corporate development of the system. A questionnaire study of the external operating staff for research basis, the corresponding findings. Expectations should focus on several issues can be discussed from management and the company's management system, remuneration system and the future development of three major integrated analysis. In a market economy, the employees through the company's production and labor practices, in exchange for remuneration, in order to meet the needs of individuals and their families live. Reasonable wage system and wage levels, can give employees a sense of security and psychological sense of security for the expected risk, thereby enhancing the enterprise's sense of trust and belonging. Conversely, irrational wage system and wage levels, will make the staff feel unfair and distrust, so that employees produce complained affect employee motivation to play. As a listed company in Taiwan, S corporation since 2001 to enter the mainland market, until now, has maintained rapid growth in the agricultural industry trend, but behind the development, there have been some loss of key employees, employee job performance level is not high problem, the reason, it is unreasonable compensation system caused. In the case of this study, the status of S-depth investigation into the company's compensation system, combined with questionnaires and analysis, and the corresponding findings, staff salaries and management system to explain, for the agricultural industry, how to establish good management system, practical application methods proposed competitive remuneration system.第一章 緒論 ................................... 1 第一節 研究背景 .............................................. 2 第二節 研究動機 .............................................. 3 第三節 研究目的 .............................................. 3 第二章 文獻探討 ................................ 5 第一節 大陸各行業薪酬現況.............................................. 5 第二節 大陸農資市場狀況.......................... 11 第三節 薪資制度相關研究.............................................. 16 第四節 影響薪酬滿意度之因素 .............................................. 18 第五節 薪酬制度與離職傾向的關係 .............................................. 19 第三章 研究方法 ................................ 21 第一節 研究流程與個案研究方法 .............................................. 21 第二節 個案分析-S 公司薪酬制度.............................................. 22 第三節 主要競爭對手分析.............................................. 26 第四節 資料收集和記錄 .............................................. 27 第五節 研究變項衡量 .............................................. 27 第六節 資料分析工具.............................................. 28 第四章 研究結果 ................................. 29 第一節 資料收集與樣本結構分析.............................................. 29 第二節 統計分析結果.............................................. 30 第五章 結論與建議 ............................... 37 第一節 研究結論.............................................. 37 第二節 實務貢獻.............................................. 39 第三節 研究限制與建議.............................................. 40 參考文獻 ....................................... 41 一、 中文部分.................................... 41 二、 英文部分.................................... 42 附錄一 .......................................... 4