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随着中国经济持续高速发展，人们消费渠道的多样性拓展，一线国际奢
侈品牌涌入中国，奢侈品零售行业中各品牌都面临残酷激烈的竞争。而竞争
的本质实际上就是人才的竞争，任何企业要想在竞争中取胜，就必须认识到
人力资源管理的重要性
为了发挥人力资源在组织运营管理的战略地位，本研究采取理论联系实
际的分析方法，针对 CMC 公司目前员工工作动力不足，工作主动性不强的现
象，通过对 CMC 公司的核心员工以及一线销售人员进行调查问卷分析以及同
行企业访谈的结果，诊断出企业员工工作动力不足，工作主动性不强的原因，
并提出相应的改善方案，进行薪酬的优化，提升企业整体效益
本文首先梳理了薪酬管理层面的知识，介绍薪酬管理的构成、概念、功
能，并对薪酬设计的原则、方法和步骤展开具体的阐述。通过对 CMC 公司员
工进行薪酬调研，客观系统地分析 CMC 公司目前薪酬管理体系现状
其次，通过分析企业行业特点、发展阶段、市场竞争形势以及 CMC 的摘要
II
战略目标和员工情况，找出 CMC 公司目前面临的问题就是现有的薪酬制度不
够科学，不够合理
再次，应运“通用人才市场紧跟、核心人才市场领先”的薪酬原则，薪酬
优化设计根据店铺不同职位的员工进行了岗位价值评估。并对现有的提成奖
金方案，使用理论与实践相结合的办法，以及定性定量结合的两种分析法，
设计出来一套与 CMC 公司现况相适应的薪酬管理体系
最后，在文化上、流程化、制度上保障薪酬管理优化实施，通过制定全
方位的沟通机制让管理层和员工认识到薪酬优化的必要性，在企业内部宣讲
薪酬管理体系优化的思路，消除员工反感薪酬改革的情绪，推动他们自行增
强职位技能、工作效率，再设计职业规划。通过企业的文化建设，保证薪酬
改革的顺利实行，使企业的竞争能力提升，保证企业可持续发展目标的完成
本文的贡献点是优化了现有固定薪酬和浮动薪酬方案，具有非常强的可
操作性
关键词 CMC 公司 固定工资 薪酬激励 薪酬体系东华大学工商管理硕士学位论文
III
Abstract
Compensation play a very important role in the business management
process, related to the design of enterprise strategy policy, also involves the
enterprise micro level implementation operation, played an integral role in the
management of a company. From the personal point of view of the individual, it
rewards the individual employees to contribution, but also reflects the personal
value of employees, which give employee recognition by the company. Therefore,
the positive and effective compensation policy can provide the power support for
the sustainable development of the company, and also can fully mobilize the
execution and innovation of the staff, and contribute to the rapid development of
the enterprise. The compensation optimization is the strategic choice for the
future of the enterprise.
With the rapid development of China&39;s economy, the diversity of people&39;s
consumption channels, the first line of international luxury brands into China, the
luxury retail industry brands are facing fierce competition. The essence of
competition is actually the competition of talents. If any enterprise wants to win
in the competition, it must realize the importance of human resource management.
This thesis adopts the method of combining theory with practice, aiming at the
problems of human resources in the development process of CMC. Through the
CMC frontline sales staff questionnaire analysis, puts forward the corresponding
improvement scheme to verify the preliminary optimization results and the
allocation fairness and competitiveness and other issues, the compensation
optimization, improve the overall efficiency.
Firstly, in this thesis, the author introduces the knowledge of salary
management, the composition, concept and function of salary management.
Based on the staff salary survey of CMC company, objective and systematic
analysis of the current situation of CMC company&39;s salary management system.
Secondly, through the analysis of the industry characteristics, development
stage, market competition situation and strategic objectives and staff situation on
CMC, to find out the problems that CMC company is not scientific enough about
the current salary system.东华大学工商管理硕士学位论文
IV
Thirdly, the use of general talent market, followed by the core talent market
leading compensation principle, compensation optimization design scheme
depends on the job evaluation in the shop staff of different positions. And the
existing commission scheme, using the combination of theory and practice, as
well as the combination of qualitative and quantitative analysis of the two
methods, the whole set of CMC company to adapt to the status quo of the
compensation management system optimization design.
Finally, in culture, process and system to protect and optimize the
implementation of salary management, through the communication mechanism
and to develop a full range of management and staff aware of the necessity of the
compensation optimization, system optimization of salary management ideas in
preaching enterprise, the elimination of staff salary reform on the resentment,
encourage employees to consciously improve job skills and enhance the work
efficiency, then design occupation planning. Through the construction of
enterprise culture, to ensure the smooth implementation of the salary reform,
enhance the competitiveness of enterprises, to achieve the goal of sustainable
development of enterprises.
The contribution of this thesis is to optimize the existing fixed salary and
floating salary scheme, which has very strong operability.
Fang Fen (Business Administration)
Supervised by Xu Weimin
Keywords CMC company Fixed Salary Incentive compensation
optimization salary system目录
- V -
目录
摘要. I
Abstract .....III
第一章 绪论...........1
1.1 论文选题背景..........1
1.1.1 论文选题的理论意义...1
1.1.2 论文选题的现实意义...2
1.2 论文的研究内容与方法......3
1.2.1 论文的研究内容...........3
1.2.2 论文的研究方法...........4
1.3 本章小结......5
第二章 相关研究的文献综述.......6
2.1 薪酬的定义和相关理论.......6
2.1.1 薪酬的定义.......6
2.1.2 薪酬的相关理论...........6
2.2 薪酬体系主要构成...9
2.3 薪酬体系设计原则.10
2.4 薪酬体系设计步骤.12
2.5 现代薪酬体系及其发展趋势........14
2.6 本章小结....17
第三章 CMC公司薪酬管理现状 18
3.1 CMC公司基本概况 18
3.1.1 CMC公司销售团队组织架构介绍 .....18
3.1.2 CMC销售团队人员的特点 .....19
3.2 CMC公司店铺员工现有的薪酬结构 ........21
3.2.1 薪酬结构.........21
3.2.2 福利结构 .
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