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摘 要
二十一世纪是人力资源竞争的时代，人力资源是企业保持竞争优势的
关键，人才决定企业的成败。如何建立一套行之有效的薪酬体系来吸引人
才、留住人才，是摆在企业面前的重要难题。在现代企业管理中，薪酬体
系不再只是企业的一种制度，而是成为推动企业战略目标实现的强有力工
具。战略导向的薪酬体系具有较强的激励作用，能够使员工的利益与企业
的利益相统一，为企业的长期发展战略提供人才支持。由于我国建筑施工
行业总体呈现出“僧多粥少”的局面，HL 公司要想在夹缝中生存与发展，
就需要快速形成一支“叫得想打得赢”的过硬人才队伍，而这么一支队伍
的形成依赖于科学合理且人性化的薪酬管理体系。

基于此，本文以 HL 建筑工程公司为例，在明确战略导向薪酬体系设计
的指导思想、基本原则和注意事项的基础上，参考布朗德战略导向的结构
化薪酬设计流程，按照薪酬战略制定、薪酬策略选择、薪酬计划安排、薪
酬设计和薪酬动态管理五个步骤设计战略导向薪酬体系，并从畅通循环沟
通渠道、关注员工成长与发展、设立薪酬改革实施团队、优化绩效考核、
完善薪酬体系的监督制度五个方面提出了促进 HL 建筑工程公司薪酬体系实
施的保障措施。通过将企业战略与薪酬体系相融合，使薪酬体系更好地服
务于企业战略，从而提升企业竞争力和行业地位，最终实现企业和员工双
赢的局面。

关键词：战略导向；薪酬体系设计；薪酬管理II
Abstract
The 21st century is the era of competition in human resources, human
resources are the key enterprises to maintain a competitive advantage, talent
deciding the success or failure. How to create an effective compensation system to
attract and retain qualified personnel, is placed in front of the important problems. In
the modern enterprise management, salary system is no longer just a system of
enterprises, encourage enterprises but has become a powerful tool to achieve
strategic objectives. Strategy-oriented salary system has a strong incentive, enabling
the interests of employees with the business interests of unity, the long-term
development strategy for enterprises to provide personnel support. Since China
construction industry as a whole showed adequate situation, HL company in order
to survive and develop in the cracks, you need to quickly form a scream like
winning the war, the excellent personnel, and so a team formation is dependent on
scientific and reasonable and humane compensation management.
Based on this, this paper HL Construction companies, for example, in a clear
strategic orientation salary system design of the guiding ideology, basic principles
and considerations, based on the strategic orientation of the reference Blonde
structured compensation design process, in accordance with the compensation
strategy development, remuneration strategy selection, salary schedules,
compensation design and dynamic management of five steps to design
compensation strategies oriented salary system, and from the smooth circulation
channels of communication, focus on employee growth and development, the
establishment of pay reform implementation team, optimize performance appraisal,
supervision and improve the pay system five aspects of the system put forward to
promote HL construction company salary system implemented safeguards. Through
the corporate strategy and salary system integration, so salary system to better serve
the business strategy, so as to enhance the competitiveness of enterprises and
industry position, and ultimately achieve a win-win situation of enterprises and