摘要
随着市场经济的逐步发展和电力体制改革的逐步推动，国家电网公司已全面完
成了“三集五大”系统，电网企业面临来自外部竞争和内部系统短板的新压力。以
人力资源为核心竞争力的企业发展，是深化改革的对象，也是深化改革的主体。企
业迫切需要优化人力资源管理，提高企业竞争力。对于现代企业管理而言，人力资
源管理系统中薪酬体系的管理始终是整个企业的重心，因为薪酬不仅关系到每位员
工的切身利益，而且适当的、合理的薪酬制度体现了企业的整体管理水平，增强了
企业的凝聚力。一个科学、合理、公平、公正、公开的薪酬制度能最大限度地挖掘
企业人力资源潜能，释放创新发展动力，优化薪酬体系的管理是破解企业发展瓶颈
的重要途径。
本文在广泛研究目前国内外薪酬研究的现状以及发展动态的基础上，从薪酬和
薪酬体系的理论出发，结合影响薪酬体系设计的因素，通过薪酬满意度调查对银河
电力检修公司薪酬管理现状、存在的问题进行了深入的、客观的分析。在此基础上，
围绕公司发展的战略目标，按照薪酬设计的技术流程，本文通过岗位等级序列的设
置和岗位评价等一系列技术方法，制定一套适应公司现状的新的薪酬体系，明确了
新的薪酬体系的构成以及每个工资单元的占比。为了实现新旧工资制度的过渡，本
文根据企业薪酬管理的规律提出了岗位绩效工资制度推进的配套措施和保障系统。
通过实施新的薪酬体系岗位绩效工资制度，实现了以岗位管理为主要对象，以岗位
员工的贡献大小为依据和基础的新的薪酬体系，将绩效考核作为考核员工薪酬分配
和岗位、岗级、薪酬激励方面的重要依据，以期为企业在新形势下实现长期发展提
供可操作性的薪酬制度保障。
关键词：电力公司；薪酬体系；岗位绩效；优化设计华北电力大学硕士学位论文
II
Abstract
With the gradual improvement of the market economy and the gradual deepening of
the power system reform, the State Grid Corporation has fully completed the "three five"
system, the power grid enterprises are facing new external competitive pressures and
internal short board of schemes. Human resources as the core competitiveness of
enterprise development, are not only the objects of deepening reform, but also the main
body of deepening reform. As such, enterprises urgently need to optimize human
resources management to enhance the competitiveness of enterprises. In management of
modern enterprise, remuneration system of human resources management is always the
center of gravity of the entire enterprise, which is related to the vital interests of the
internal staff. Furthermore, appropriate compensation system, which is the main form of
strengthening the cohesion of the entire enterprise, reflects the overall management level.
A scientific and rational, fair, just and open remuneration system could furthest exploit
the potentialities of human resources, and release innovative driving force for
development. Therefore, optimization of remuneration system management is an
effective way to break the bottleneck of enterprise development.
Based on the extensive study of domestic and overseas remuneration research
progress and teasing remuneration theory systematically, the current state of Human
Resources Structure of YinHe Electric Power Corporation and problems in compensation
management are analyzed. Meanwhile, around the strategic objectives of the company&39;s
development, according to the compensation design process and principles, as well as
drawing on the experience of successful enterprises&39; remuneration system through data
research, questionnaire, information collection, statistics and comprehensive analysis,
etc., issues existing in remuneration management system including low employee
satisfaction, lack of motivation and evaluation system have been optimized in order to
ensure that enterprises pay system to provide workable long-term development in the
new situation.
Keywords: Electric Power Corporation; Remuneration system; Position performance;
Optimal design华北电力大学硕士学位论文
III
目 录
摘要.............................................................................................................................I
Abstract .....................................................................................................................II
第 1 章 绪 论............................................................................................................ 1
1.1 论文选题的背景及研究意义 ..................................................................... 1
1.1.1 选题背景及意义 .................................................................................. 1
1.1.2 研究对象和方法 ................................................................................ 2
1.2 国内外研究现状及发展动态分析 ............................................................. 3
1.2.1 国外研究现状 ...................................................................................... 3
1.2.2 国内研究现状 ...................................................................................... 5
第 2 章 薪酬管理理论.............................................................................................. 8
2.1 薪酬理论 ..................................................................................................... 8
2.1.1 薪酬概念 .............................................................................................. 8
2.1.2 薪酬体系 .............................................................................................. 9
2.1.3 薪酬管理理论 .................................................................................... 10
2.1.4 薪酬管理的原则 ................................................................................ 12
2.2 薪酬体系设计的影响因素分析 ............................................................... 13
2.3 现行国企薪酬管理制度 ........................................................................... 14
2.4 本章小结 ................................................................................................... 15
第 3 章 银河电力检修公司薪酬管理现状............................................................ 16
3.1 公司概况 ................................................................................................... 16
3.2 员工队伍状况 ........................................................................................... 17
3.3 银河电力检修公司薪酬管理现状分析 ................................................... 19
3.3.1 基本工资 ............................................................................................ 20