文本描述
西安电子科技大学
学位论文独创性（或创新性）声明
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本人签名：权聲 日期：L
西安电子科技大学
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本人签名：M＿＿－ 导师签名：
日期：U 日期：
摘要
I
摘要
“创新是引领发展的第一动力”，而企业是创新的主体，其发展离不开人才的
支撑，薪酬是帮助企业留住人才与吸引人才的有力手段，在提升员工工作热情与工
作积极性方面发挥着至关重要的作用。同时，伴随着国内外竞争环境的变化，国家
与企业之间的竞争实为人才资源间的竞争。因此，如何发挥企业作为创新主体的功
能、使企业人力资源价值最大化成为当下亟待解决的问题
本文以陕西SC公司技术岗位的薪酬制度为研究对象，对企业薪酬制度的发展
现状、存在的问题及成因等进行了深入剖析并提出了SC公司技术岗位薪酬制度的
优化方案，以满足SC公司现阶段的发展需求。本文共包含六个部分：第一章为文
章的绪论部分，介绍了本文的研究背景与意义，对国内外关于薪酬制度的研究现状
进行了梳理，并制定了本文的研究框架，为文章的后续研究奠定了基础。第二章为
文章的概念界定与理论综述部分，首先对薪酬以及薪酬制度的概念进行界定，并在
已有研究的基础上对企业薪酬制度的功能进行梳理；然后，通过需求层次理论分析
企业员工的需求特征，基于双因素理论探讨保健因素与激励元素对员工需求的作用
机理，依据公平理论剖析员工对于薪酬的公平感对其工作状态所产生的影响，根据
期望理论分析发挥企业薪酬制度激励作用的侧重点，宽带薪酬理论则为现代企业薪
酬制度的设计提供了新思路为文章的后续研究初步奠定理论基础。第三章为SC公
司薪酬制度现状介绍与满意度调查，首先对SC公司的发展现状进行介绍以初步掌
握SC公司发展概况；然后对SC公司现行薪酬制度进行较为系统的剖析，并通过问
卷调查法围绕薪酬水平、薪酬结构、薪酬公平性、薪酬激励性、福利制度五个维度，
针对SC公司技术岗位员工对岗位薪酬制度的满意度进行评价，并根据调查问卷所
得数据的分析结果深入分析企业技术岗位薪酬制度存在的问题与成因。第四章提出
SC公司技术岗位薪酬制度的优化方案设计，提出企业薪酬制度的优化目标与原则，
并通过工作分析与岗位评估等方法完成企业薪酬制度优化方案设计的前期准备工作，
然后据此提出优化方案；第五章提出SC公司技术岗位薪酬制度优化方案的实施保
障，主要包括优化方案实施前的准备工作，方案实施过程中应注意的问题以及实施
新的薪酬制度可能实现的预期效果。第六章为全文的总结部分，对本文的研究内容
进行了总结并指出存在的不足
关键词：SC公司；薪酬制度；制度优化；方案设计
Abstract
III
Abstract
Innovation is the primary driving force for development. As the main body of innovation,
the enterprise cannot develop without the support of talents. Salary is a powerful means to
help companies retain talents and attract talents, and plays an important role in improving
employees' enthusiasm for work. With the changes in the competitive environment at home
and abroad, the competition between the state and the enterprise is actually a competition
between human resources. Therefore, how to maximize the function of the enterprise as the
main body of innovation and maximize the value of human resources in the enterprise has
become a problem that needs to be solved urgently.
The paper takes the salary system of Shaanxi SC company's technical post as the research
object, analyzes its development status and existing problems, and puts forward the
optimization plan of the SC company technical post salary system to meet the enterprise
development needs. The paper consists of six parts: The first chapter is the introduction
part, introduces the research background and significance, combs the current situation of
domestic and foreign research on the salary system, and establishes the research
framework of this paper, which lays the foundation for follow-up research. The second
chapter is the concept definition and the theoretical summary. First, it defines the concept
of salary and salary system, and sorts out the functions of the company's salary system on
the basis of existing research. Then, it analyzes the characteristics of employees' needs
through the theory of demand level, and discusses the mechanism of health factors and
incentive elements on employee demand based on the two-factor theory. Based on the
fairness theory, it analyzes the influence of employees' sense of compensation on their
working status. According to the expectation theory, it analyzes the key points of exerting
the incentive function of the company's salary system. Broadband compensation theory
provides new ideas for the design of modern enterprise salary system, and lays a
theoretical foundation for the subsequent research of the article. The third chapter is a
survey of the status quo and satisfaction of SC's salary system. First of all, introduce the
development status of SC company to get a preliminary overview of the development of
the company. Then, it systematically analyzes the current salary system of SC Company
and conducts a questionnaire survey on the satisfaction of employees of SC's technical
positions to the salary system based on the five dimensions of salary level, salary structure,
salary equity, salary incentive, and welfare system. Based on the analysis results of the
西安电子科技大学硕士学位论文
IV
data obtained from the questionnaire, the problems and causes of the salary system of the
company's technical posts are analyzed in depth. The fourth chapter puts forward the
design of the optimization plan for the salary system of technical positions in SC. First of
all, put forward the optimization goals and principles of the company's compensation
system. Then, through the job analysis and job evaluation, complete the preparatory work
for the optimization of the company's compensation system design, and then put forward
the optimization plan. The fifth chapter puts forward the implementation guarantee of the
optimized compensation plan for technical positions of SC company, which mainly
includes the preparation work before optimizing the implementation of the plan, the
problems that should be paid attention to during the implementation of the plan, and the
expected effects that the implementation of the new salary system may achieve. The sixth
chapter is the summary part of the full text. It summarizes the research content of this
article and points out the existing deficiencies.
Keywords：SC Company；salary system；system optimization；scheme design。。。。。。
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