摘 要
随着房地产行业竞争的加剧，专业技能熟练，技术水平高的员工是企业生存和发展的
保证。人力资源已经成为房地产企业在竞争中获得优势的资本，是企业的核心资源。
薪酬管理是现代人力资源管理的重要组成部分，薪酬设计的是否合理，直接影响到员
工的工作态度和工作成果，同时也与企业的良性发展密切相关，是企业关心的重大问题。
如何根据企业实际情况设计合理的薪酬方案，最大化的实现薪酬效能，是房地产企业吸引
人才，留住人才，提高房地产企业市场竞争力必不可少的措施。
资金密集和技术密集是房地产行业的特点，具有前期投入高，回报周期长，不可控风
险较大等特点。万嘉公司是一家快速发展的房地产企业，但是企业的人力资源管理水平，
特别是企业的薪酬管理相对滞后于企业的发展速度。在激烈的市场竞争中深深的感受到了
人才竞争带来的压力。面对企业发展中存在的问题，迫切需要优化原来的薪酬体系以达到
吸引和留住人才的目的。本论文主要分为七个部分：第一部分阐述了论文研究的背景和意
义以及研究目的和方法；第二部分薪酬设计理论与基础方法，就国外薪酬发展与国内研究
现状做出描述，第三部分分析了内外部环境对薪酬调整的影响，第四部分首先描绘万嘉公
司现状，随后作出诊断，揭示万嘉公司现行薪酬体系中存在的问题进行了分析，并提出解
决的对策。第五部分提出对万嘉薪酬体系优化的方案，采用宽带薪酬的思路，按工程系列、
营销系列、财务系列和行政人事系列提出了具体的优化方案；第六部分提出对薪酬优化方
案的保障措施；第七部分就是对全文的总结，在该部分中简要汇总了本论文的研究结果。
本文通过对国内外薪酬相关理论的研究探讨，参阅了大量的薪酬管理方面的实例和教材，
结合房地产的行业特征和人力资源管理特点以及万嘉地产的基本情况，分析其问题所在，
结合企业实际管理需要，运用现代薪酬设计的专业技术，提出了万嘉地产全新的薪酬优化
方案。作者希望通过本文的研究，能够在改进万嘉地产薪酬管理状况的同时也能够为我国
的中小房地产企业在薪酬优化方面提供一些有益的参考。
关键词：房地产企业，薪酬管理，优化
ABSTRACT
With the intensification of competition in the real estate industry, the survival and
development of enterprises increasingly rely on the expertise, high quality staff. Human resource
capital, real estate companies gain a competitive advantage is the core enterprise resource.
Compensation management is an important part of the modern human resource
management, compensation design is reasonable, directly affect the staff's attitude towards work
and achievements, but also the efficiency of enterprises is closely related to the major issues of
concern for enterprises. How to design a reasonable salary system, pay maximize the
performance, enterprise to attract and retain qualified personnel, essential to enhance the
competitiveness of enterprises.
The real estate business is a capital-intensive and technology-intensive industries, with
initial investment of high, long payback period, uncontrollable risky features. Wanjia company is
a fast growing real estate companies, but the overall level of management of enterprises,
especially the human resource management is lagging behind the pace of development of the
enterprise. Deeply felt the pressure of the competition for talent in the market competition. The
status of the face of corporate human resources management, there is an urgent need to re-fix the
original pay system to attract and retain talent. This thesis is divided into seven parts: the first
part describes the background and significance of the thesis and research purposes and methods;
the second part of the remuneration of Management based on a description of foreign
remuneration development and domestic research; Part III First The fourth part of the analysis of
internal and external of the basic salary constitutes the type of pay system, and then focuses on
the design of the pay system; pay system design methods from construction principle
considerations build steps to clarify; The impact of the environment on the pay adjustment, the
fifth part of the first depicting Wanjia status , and then make a diagnosis, revealing the existence
of the problem in the the Wanjia current pay system. Section VI presents the the Wanjia
remuneration system optimization program, Wanjia key positions: project manager, engineers
and technicians, planners, marketers design appropriate remuneration; Part VII summarizes the
findings of the full text and proposed direction of the inadequacies of the study and areas for
further research. The part of the carve point summary of the findings of this paper, as well as
aspects of the need to pay attention to the real implementation of the new pay system. The
proposed pay system for enterprises is a double-edged sword, used judiciously, can enable
companies to acquire, retain good talent, if used well, will likely bring to the enterprise crisis.
Establish a scientific, systematic, reasonable salary management system, to gain a competitive
advantage for the enterprise, is of great significance. This article related pay system theory
discussed also refer to the books and the case of a large number of pay administration, combined
with the characteristics of the real estate business and human resource management
characteristics Wanjia basic situation, identify the problem, combined with the actual
management needs, the use of compensation design expertise, Wanjia new pay system design.The
authors hope Through this research, while improving the the Wanjia pay management
situation for China's real estate enterprises in the salary system design to provide some useful
reference.
KEY WORDS：real estate enterprises, compensation management, optimization