薪酬管理是企业人力资源管理的核心内容。在市场经济条件下,企业竞争归

根结底是人才的竞争,薪酬管理对吸引、激励、发展和留住人才,对企业核心竞

争力的培育和战略目标的实现起着重要的作用。科学的薪酬体系可以鼓励员工积

极向上,可以向员工传递企业的价值导向。

本文首先对薪酬管理的有关概念、理论、工具加以梳理分析;然后通过问卷、

访谈等方法对云南永昌铅锌股份有限公司的薪酬管理现状进行调查分析,发现云

南永昌铅锌股份有限公司现行薪酬福利方案自推行以来虽初有成效,但是明显存

在诸如薪酬水平相对较低,岗薪匹配度不够高,外部竞争力不强,内部公平感较

差,员工“搭便车”现象较严重以及薪酬结构不够完善等问题;最后在问题成因分

析的基础上,从组织建设、制度建设、文化建设等方面提出了七条有针对性的措

施建议。

本文共分为五个部分:第一部分为绪论,介绍研究的背景和意义等内容;第

二部分为理论概述,介绍薪酬和薪酬管理的相关概念、内容和:程等内容;第三

部分为云南永昌铅锌股份有限公司薪酬管理现状调查,介绍云南永昌铅锌股份有

限公司的基本情况、现行薪酬福利方案及其管理等内容;第四部分为云南永昌铅

锌股份有限公司现行薪酬福利方案满意度调查;第五部分为相关对策建议;最后

一部分为结语。

关键词:薪酬福利方案,薪酬满意度,薪酬设计

I

ABSTRACT

Compensation management is the core of enterprise human resources

management. Under the condition of market economy, tiie enterprise competition in

the final analysis is the competition of talents, compensation management, incentive

to attract, develop and retain talent, to cultivate enterprise core competitiveness and

strategic goal plays an important role in. The scientific salary system can encourage

positive employee, can pass the value orientation of enterprises to employees.

Firstly, related concepts, theories, tools of compensation management of

combing analysis; and then through the method of questionnaire, interview, pay

management status of Yongchang lead-zinc Limited by Share Ltd survey analysis,

found the Yongchang Pb-Zn Limited by Share Ltd current compensation and benefits

plan since the launch has been got some achievements, but the obvious problems such

as the salary levels are relatively low, post matching degree is not high enough,the

external competitiveness is not strong, internal fairness is poor, the problem employee

hitchhike phenomenon is more serious and compensation structure is not perfect;

based in the final analysis the causes of the problem, from the aspects of organization

construction, system construction, cultural construction, and puts forward six

suggestions of measures.

This paper is divided into five parts: the first part is the introduction, introduces

the research background and significance of the content; the second part is the

summary of theory, related concepts, introduces the salary and salary management

content and process, etc.; the tiiird part is the survey of Yongchang salary management

status and Limited by Share Ltd, introduces the basic situation of Yongchang Limited

by Share Ltd, and current compensation welfare plan and management; the fourth part

is the investigation of Yongchang lead-zinc Limited by Share Ltd current

compensation and benefits plan satisfaction; the fifth part is the countermeasures and

suggestions; the last part is the conclusion.

KEY WORDS: C&B programs, Pay satisfaction, Compensation design