摘要
近年来，少儿培训成为我国各大城市培训行业的主要力量，各大城市少儿培
训已经形成了完善的教育教学体系，培训机构在数量和质量方面有了长足的进
步。但在市场经济中，各种培训机构为了获得更大的利润，过度注重市场开发而
忽略了师资力量的培育和建设，教师的薪酬体系设置也不合理。薪酬体系设置的
不合理会导致少儿培训机构的教学质量受到严重的威胁，也在一定程度上影响了
少儿培训机构的可持续发展。

本文在分析和研究的过程中，以深圳市少儿培训 A 机构为研究对象，分析和
探讨了 A 机构教师薪酬管理的相关问题，通过分析研究，发现了 A 机构教师薪酬
体系中存在的问题和不足，然后结合相关的理论，就这些问题提出了相关的解决
措施和建议，期望通过本文的分析和研究对 A 机构教师薪酬管理起到一定的借鉴
意义。首先，对薪酬管理的文献综述以及薪酬管理的内容进行了分析和探讨，为
本文研究 A 机构教师薪酬管理的问题提供了一定的借鉴。其次，根据 A 机构教师
薪酬管理的现状进行了分析，在此基础上归纳和总结了目前 A 机构教师薪酬管理
中存在的问题和不足。再次，根据前文分析的基础，针对 A 机构的现状，进行了
薪酬管理体系的优化；结合深圳市 A 机构教师薪酬管理的现状进行了薪酬体系优
化设计。最后，针对本文所提出的 A 教师薪酬优化体系，本部分提出了相关的保
障性措施。

关键词：薪酬；薪酬管理体系；优化设计II
Abstract
In recent years, children&39;s training has become the major force in the training
industry of major cities in our country. The training of children in major cities has
formed a perfect education and teaching system, and the training institutions have
made great progress in quantity and quality. However, in the market economy, all
kinds of training institutions in order to obtain greater profits, over-emphasis on
market development and ignoring the training and construction of teachers,
concentrated in the teacher&39;s salary system settings, the compensation system set
unreasonable lead to a large Part of the training of children&39;s training institutions are
seriously threatened, but also to a certain extent, the impact of the sustainable
development of children&39;s training institutions.
In the process of analysis and research, this paper analyzes and discusses the
related problems of salary management of A institution in Shenzhen City, which is the
research object of Shenzhen Children&39;s Training Industry. Through the analysis and
research, it is found that the present situation of the training system of children&39;s
training institutions in Shenzhen Problems and shortcomings, and then combined with
the relevant theory, these problems put forward relevant solutions and
recommendations, hope through this analysis and research on the Shenzhen children
training industry pay management play a certain reference. First of all, the concept of
salary management, salary management content, system and other aspects of the
theory. Secondly, according to the status quo of the salary management of A
institutions, this paper summarizes and summarizes the problems and shortcomings in
the current salary management of A institutions. In particular, in the investigation and
analysis of the status quo of the remuneration of A institutions, according to the salary
system and related theories corresponding to the modern positions and posts, the
author summarizes the shortcomings and the reasons that lead to this situation. On the
basis of the previous analysis, In view of the current situation of A organization, the
salary management system is optimized. Finally, aiming at the A system of salaryIII
optimization proposed by this paper, this part puts forward the relevant safeguard
measures. In this paper, the author puts forward some suggestions on how to improve
the salary system.
Key words: salary; salary management system; optimization designIV
目录
第一章 绪论..........1
第一节 研究背景及意义.1
一、研究背景...1
二、研究意义...1
第二节 研究方案和研究框架.....2
一、研究方案...2
二、研究框架...2
第二章 文献综述及理论基础......4
第一节 文献综述.4
一、国外研究概况........4
二、国内研究概况........5
第二节 薪酬概念及内容.7
第三节 薪酬设计的基本步骤和内容.....8
第三章 深圳少儿培训行业 A 机构薪酬管理体系现状分析...10
第一节 A 机构概况......10
一、公司简介.10
二、机构人力资源现状...........10
第二节 深圳少儿培训行业 A 机构薪酬现状调查.......10
一、薪酬满意度调查..10
二、A 机构教师薪酬满意度调查结果分析....... 11
第三节 A 机构教师薪酬管理中存在的问题及原因分析........16
一、教师对目前薪酬管理满意度较低..16
二、薪酬设计缺乏激励性.......17
三、薪酬体系缺乏外部竞争性以及内部公平性17
四、薪酬体系缺乏绩效管理体系支持..18
第四章 A 机构薪酬体系优化设计.........19V
第一节 薪酬体系优化的步骤...19
一、内部岗位评价......19
二、外部薪酬调查......20
三、确定薪酬策略......22
四、薪酬结构.22
第二节 A 机构教师薪酬的确立23
一、基本薪酬的确定..23
二、课时费的设置......24
三、绩效薪酬设计......24
四、福利薪酬设计......25
第五章 A 机构薪酬管理的保障性措施.27
第一节 构建和谐的机构文化...27
第二节 完善绩效考核体系.......28
第三节 完善沟通机制...28
第四节 建立薪酬体系动态管理评审制度........