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在对太原东山煤电集团有限公司现行薪酬体系调研的基础上，总结出
了现行薪酬体系中存在的主要症结：缺乏科学的岗位分析和岗位评价，基
本靠所谓的经验主义。企业薪酬结构不完善，随着企业的发展，在这过程
中虽然也进行过多次的修改和完善，但修订幅度不大。企业绩效管理制度
不健全，所谓的绩效考核只是表面上的文字叙述，而没有真正的将其量化，
考核中参杂着更多个人主观意识，大大的降低了企业职工的认同度，没有
公信力。普通职工薪酬激励不足，普通职工的所占比例较高，薪酬在较长
的发展阶段内几乎没有大的变化，现行薪酬制度却不能够公平的体现能力
的差别，使得优秀、进步的职工思想受到了严重打击，丧失工作积极性
通过薪酬调查的方法，对抽样对象的调研数据进行了详尽的分析，针
对薪酬体系存在的四个问题和原因进行了仔细分析，运用科学的理论和方IV
法，完善并细化了太原东山煤电集团有限公司现有的薪酬管理体系岗位说
明书，首次使用科学的方法对岗位进行价值分析，明确了什么样的岗位需
要什么样的人，什么样的岗位应该采用哪种绩效考核方式更适合，什么样
的人拿什么样的薪水等问题，针对薪酬体系存在的问题，提出了与之相对
应的改进设计方案及目标原则，在利用科学分析工作、岗位的前提下，制
定出了职工岗位说明书，把全部岗位划分为四种，从劳动技能、劳动责任、
劳动强度、劳动条件四个维度进行科学评定
在调研的基础上，结合太原东山煤电集团有限公司组织结构设计情
况，提出了企业薪酬体系构成要素，在对薪酬的每一组成部分进行了改进
研究，得出的结论对太原东山煤电集团有限公司薪酬体系的改进和完善，
对提高职工工作积极性，增强企业效益等可以发挥重要的作用
改进后的薪酬管理体系在一定程度上能够解决薪酬体系存在的问题，
改进和完善后的薪酬、绩效管理使得太原东山煤电集团有限公司对内具有
激励力，对外具有吸引力。通过不同的薪酬对为企业做出不同贡献的职工
予以了区分，提升了薪酬在太原东山煤电集团有限公司人力资源管理中的
重要作用
关键词：人力资源管理；薪酬改进；激励V
Research on the Improvement Strategy of the
Compensation System of Taiyuan Dongshan
Coal & Electricity Group Co, Ltd.
Abstract: With the economic and social changes in China, human resources is
the most active elements of social production of this view is gradually
recognized by business managers; Only when the potential of people is fully
developed, talent potential can be effectively used; managers are more likely
to use the salary management, but also easier to meet the needs of workers, So
as to become one of the most important incentives for enterprises; more and
more enterprises to build a reasonable salary system to the level of corporate
strategy, corporate compensation system optimization and improvement of the
significance is to really play a role in the work of the incentive , Thus
promoting the common development of employees and enterprises, as well as
to maintain the competitiveness of enterprises.
Based on the investigation of the current salary system of Taiyuan
Dongshan Coal & Electricity Group Co., Ltd., it summarizes the main
problems in the current salary system:Lack of scientific post analysis and job
evaluation, based on the so-called empiricism. Enterprise salary structure is
imperfect, with the development of enterprises, although in this process has
also been carried out many times to modify and improve, but the amendment
is not much. Enterprise performance management system is not perfect, the
so-called performance appraisal is only the surface of the narrative, but not
really quantitative, assessment of mixed with more personal subjective
consciousness, greatly reducing the recognition of enterprise employees, there
is no credibility. The general staff salary incentive is insufficient, the
proportion of ordinary workers is higher, the salary in the long developmentVI
stage almost no big change, The current pay system can not be fair to reflect
the difference in capacity, making the excellent, progressive workers thought
has been a serious blow, loss of work enthusiasm.
Through the salary survey method, the research data of the sampling
object are analyzed in detail, and the four problems and causes of the salary
system are analyzed carefully, The use of scientific theory and methods to
improve and refine the Taiyuan Dongshan Coal and Electricity Group Co., Ltd.
existing salary management system job description, The first use of scientific
methods for the value of the job analysis, what kind of post what kind of post,
what kind of post should be used in what kind of performance appraisal
method is more suitable, What kind of people take what kind of salary and
other issues, for the salary system problems, put forward the corresponding
improvement of the design and objectives of the principle, In the use of
scientific analysis work, the premise of the post, to develop a staff job
description, the whole job is divided into four, from the labor skills, labor
responsibilities, labor intensity, labor conditions, four dimensions of scientific
assessment.
On the basis of the research, combined with the organizational structure
design of Taiyuan Dongshan Coal & Electricity Group Co., Ltd., this paper
puts forward the elements of the salary system of the enterprise, and makes an
improvement study on each component of the salary, and concludes that the
Taiyuan Dongshan Coal & The improvement and perfection of the salary
system of the Company can play an important role in improving the
enthusiasm of the employees and enhancing the efficiency of the enterprises.
The improved salary management system can solve the problems of the
salary system to a certain extent, improve and perfect the remuneration. The
performance management makes the Taiyuan Dongshan Coal & Electricity
Group Co., Ltd. have the inspiration and attractiveness. Through different pay
for the enterprise to make different contributions to the workers to beVII
distinguished, to enhance the pay in Taiyuan Dongshan Coal and Electricity
Group Co., Ltd. human resources management in the important role.
Key words: human resource management; salary improvement; incentiveI
目 录
1 绪论1
1.1 选题背景、研究意义和目的..........1
1.1.1 本文选题的背景........1
1.1.2 研究的意义....2
1.1.3 研究的目的....2
1.2 本文研究的思路和方法......3
1.2.1 研究的思路....3
1.2.2 研究方法........3
1.3 国内外研究现状......4
1.3.1 国外研究现状4
1.3.2 国内研究现状6
1.4 理论基础......9
1.5 本文研究的主要内容和技术路线图........12
2 太原东山煤电集团有限公司薪酬体系现状、问题及原因......13
2.1 企业整体概况........13
2.1.1 组织机构情况..........13
2.1.2 人力资源现状分析..14
2.2 太原东山煤电集团有限公司薪酬体系现状........16
2.3 太原东山煤电集团有限公司薪酬满意度调查....16
2.3.1 调查方法、样本数据及质量分析..17
2.3.2 本次调查数据分析..17
2.4 太原东山煤电集团有限公司薪酬体系存在的问题及原因分析21
2.4.1 存在的问题..21
2.4.2 原因分析......22
3 太原东山煤电集团有限公司薪酬体系改进设计..........25
3.1 薪酬体系改进设计目标及原则.......
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