薪酬管理体系的完善与否同一个企业的命运息息相关,特别是在企业发展过程中,薪酬管
理体系对于合理配置人工成本、吸引优秀人才起到了至关重要的作用。企业拥有一个合理
的薪酬管理体系,就能有效的帮助企业吸引和保留员工,提升企业人力资源的质量,提高
企业竞争力。随着对企业薪酬管理越来越深入的研究,我国企业对自身薪酬体系对企业的
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影响也有了新的认识,企业逐渐认识到薪酬不仅是企业的成本一部分,它已经与企业的人
力资源战略各个发展要素紧密联系在一起。企业的薪酬制定要以企业的总体发展战略为导
向,采取有针对性的措施去引导员工的行为,塑造员工的工作态度,利用薪酬预算最大程
度的去吸引、保留、激励企业的核心人才。尽管对薪酬管理的重要性有了一定的认识,但
我国很多企业在设计企业薪酬管理体系时并不科学,不但未能将员工的工作积极性调动起
来,甚至还会对员工的发展进行制约,进而使企业自身发展受到了极大的限制

教育培训业在中国的时间比较短,但已步入到高速发展的阶段。根据有关统计数据显
示,中国培训业规模正以每年30%的高速递增,截至2016年年底,我国中小学教育辅导
机构市场规模更是超过8000亿元。LS教育培训公司作为广东地区一家发展中的教育培
训企业,其薪酬体系是否适应企业的发展,将直接影响员工的工作表现,也决定了企业是
否能走上良性可持续发展战略道路

本文以广州LS教育培训公司为研究对象,对广州LS教育培训公司的薪酬管理体
系进行了探宄,运用文献研究、系统分析、问卷调查、访谈等方式,从薪酬管理的基础
理论入手,了解到广州LS教育培训公司由于对员工激励乏力;对员工能力评估不到位,
薪酬评定不客观;对本区域薪酬没有调查,未科学制定公司薪酬决策,薪酬外部竞争力
乏力;薪酬管理体系与市场导向脱节,缺乏企业战略发展目标等原因,导致LS教育培
训公司薪酬管理制度中存在薪酬体系功能缺失,工资构成单一,无法使员工对企业产生
认同感;薪酬管理组织体系不当,不利于企业预期的投资回报率;薪酬刻板化,绩效业
I 绩机制未跟上,核心人才的吸引力不足等问题。在掌握公司暴露的问题及其原因进行分
析后,通过引入薪酬理念,对企业的薪酬结构进行优化设计。在广州LS教育培训公司
薪酬管理体系优化设计时,从公司实际出发,构建适合公司发展特点的立体多维结构薪
酬管理模式。此套模式在设计时,从科学合理的思路出发,强调公司要建立符合公司发
展和实际需求的战略目标,对薪酬管理体系中工作的分析、岗位的评价、绩效的考核等
基本流程进行重构,设计出一套比较适合广州LS教育培训公司可持续发展的薪酬管理
新体系。同时,为保障新的薪酬管理体系能够得以落实,从组织机构、管理制度、沟通
机制、人力资源、企业文化等方面提出保障措施,确保新的薪酬管理体系得以顺利实施

通过新的薪酬管理体系的设计,将广州LS教育培训公司员工的绩效与企业的战略目标
连接起来,不但吸引核心员工,大力发挥他们的工作积极性和创造性,进一步增强企业的
人才竞争力,也为广州LS教育培训公司在薪酬管理水平上的提升提供参考和借鉴,为
相关企业的薪酬改革提供有力的实践支撑

关键词:LS公司,薪酬管理体系,新设计方案
II Research on the optimization of compensation
management system of Guangzhou LS company
DaiYongjun ZouXiaohui MBA Human resource management Grade 2015
Abstract
Compensation management system as the core part of the construction of human
resource management, the human resources occupies an important position among the
elements. The compensation management system is perfect or not is closely linked
the fate of the same enterprise, especially in the process of enterprise
development, compensation management system for the rational allocation of&39; labor
costs, attract talents played a vital role. As the compensation management of our
country enterprise is more and more deep, the influence of enterprise’s
compensation system for itself also have a new understanding,卩aid employee
compensation is no longer a simple part of the cost, it has been closely associated
with to enterprise development. But some Chinese enterprises adopted is not
scientific compensation management system, and can’t afford to mobilize staff’s
work enthusiasm, also limits the enterprise development.
Education and training industry in China’s time is shorter, hut has entered into
high speed development stage. According to relevant statistics show that Chinese
training industry scale is high speed increasing by 30% each year, by the end of
2016, our country elementary and middle schools education counselling organization
market size is more than 800 billion yuan. LS education training company as the
guangdong area in the development of education and training companies, whether
the compensation system to adapt to the development of the enterprise, will
directly affect the employee’s performance,determines whether the enterprise can
also took to the road of sustainable development strategy.
This paper,taking guangzhou LS education training company as the research object,
the guangzhou LS education training company compensation management system has
carried on the1 exploration, using literature research, systems analysis,
questionnaire investigation, interview and so on, from the basic theory of
III compensation management, know to guangzhou LS education training company for
employee incentive fatigue; The inadequate staff capability assessment,
compensation is not objective; Region pay no investigation, no scientific company-
pay decisions, pay external competitiveness weak; Salary management system with
market orientation, lack of enterprise strategic development goal, lead to the
LS education training absence compensation system function in the company
compensation management system, salary form a single, cannot make staff to
enterprise produce identity; Improper compensation management system, is not
conducive to enterprise the expected rate of return on investment; Performance
pay is rigid, did not keep up with the performance mechanism, core talents problems
such as less attractive. In the company through analysis of the exposed problems
and its reason, by introducing a concept of compensation, compensation structure
optimization design to the enterprise. In guangzhou, the LS education training
company compensation management system optimization design, from set out actually,
company build three-dimensional mu 11 i - cl i m e n s i o n 1 structure suited to the
characteristics of the company development compensation management model. Model
at design time, set the starting from the scientific and rational thinking,
emphasizes the company to build a accord with the actual needs of company
development and strategic target, the compensation management system of job
analysis, job evaluation, performance appraisal and so on the basic flow of
refactoring, design a set of suit to guangzhou LS education training company
compensation management for sustainable development of the new system. At the same
time, to protect the new compensation management system can be implemented, from
the organization, management system, the communication mechanism, human resources,
enterprise culture and other aspects of security measures, to ensure that the new
compensation management system implementation smoothly. Through the new
compensation management system design, the guangzhou LS education training company
employees&39; performance and enterprise&39;s strategic goal, and not only attract the
core staff, to play their work enthusiasm and creativity, further strengthen
enterprise talent competitiveness, as well as guangzhou LS education training
IV company in salary management level of ascension to provide the reference and
reference, also pay for the relevant enterprises reform practice of provides strong
support.
Keywords: LS company, salary management system, a new design scheme
v 目录
SI ^ I
Abstract Ill
-
% it i^r 1
(一)研宄背景 1
(二)研宄目的和意义(三)国内外研宄现状
:1.国外研究现状2.国内研宄现状(四)研究方法 3
1.问卷调查法和访谈法2.文献研究法3.系统分析法(五)研宄思路与内容框架二、薪酬管理相关理论综述(一)薪酬及薪酬管理的概念1.薪酬的概念2薪酬管理的概念3.薪酬管理体系的概念(二)薪酬理论及其新发展1.八种主要薪酬理论2.薪酬管理理论新发展(三)薪酬设计基本理论1.薪酬设计的原则2.薪酬设计的策略三、广州LS公司薪酬体系现状分析(一)公司简介及组织结构(二)公司薪酬体系现状1.公司薪酬体系组成.
2.新员工的定级入档四、广州LS公司薪酬管理体系存在的问题及成因分析(一)公司员工薪酬满意度调查(二)广州LS公司薪酬管理体系存在的问题&39;
1.薪酬体系功能缺失让员工对企业无法产生认同感VI 2.不当的薪酬管理组织体系降低企业预期的投资回报率3.薪酬机制固态化吸引不了人才(三)广州LS公司现行薪酬制度存在问题的原因分析1.薪酬对员工激励乏力2.对员工认识不足导致薪酬评定不客观3.薪酬管理体系缺乏外部竞争力乏力4.薪酬管理体系缺乏企业战略发展目标五、广州LS公司薪酬管理体系优化设计
v&39;
(一)薪酬管理体系优化设计的思路]1.坚持“按劳分配,量力而行,量才适用,量绩付酬,参考历史”的原则2.实行职位绩效薪酬制度3.建立完善、合理、科学的绩效考核制度4.多样化激
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