I
摘要
在经济全球化不断发展的今天，企业间的竞争已经逐渐从过去的市场竞争和
产品竞争转变为能力的竞争和人才的竞争。人才已经逐渐成为社会进步和经济发
展的重要动力和第一资源，其中，那些已经掌握了重要知识、信息、技术的知识
技术型员工更是企业必不可少的关键人力资源。因此，怎么去了解那些知识技术
型员工真正的需要，建立科学有效的知识型员工薪酬体系，从而来激发他们的工
作潜力、提高他们的创新动力，成为企业管理者在现在和未来考虑的重要要问题
开展知识技术型员工薪酬体系优化研究可增强员工对企业的归属感，有助于留住
人才、培养人才、吸收人才，实现企业和人才的共同发展。本文将以河北省农村
信用社中的科技部人员为例，对其薪酬现状进行调查及分析，对科技部人员的薪
酬体系中存在的问题进行探讨，并根据科技部人员所具有的特点，对所发现的薪
酬体系问题提出优化建议和优化方案，并对其效果进行预估
第一，通过对管理人员进行个案访谈，了解河北省农村信用社薪酬体系和科
技部人员的现状；通过对科技人员的访谈，了解他们关注的核心问题，并以此设
计调查问卷。根据访谈结果进行调查问卷设计、发放、回收及汇总数据资料，根
据调查结果的数据分析，发现河北省农村信用社目前的薪酬体系存在的问题及原
因。结果发现，河北省农村信用社目前主要存在着薪酬水平设计不合理、现有薪
酬体系缺乏激励性和公司福利单一，缺乏灵活性三方面的问题
第二，本文在进行薪酬体系的优化设计时，通过工作分析和岗位评价等方法
来确定主要的薪酬影响因素，从而对薪酬体系进行优化设计。本文详细介绍了工
作分析和岗位评价的方法及操作流程，同时进行薪酬调查，并在此基础上提出河
北省农村信用社的薪酬体系优化设计应该从薪酬水平优化设计、浮动奖金优化设
计和福利制度优化设计等三方面着手
第三，对河北省农村信用社科技部人员的优化后的薪酬体系方案的顺利实
施，提出了相对应的保障性措施。保障措施包括公司高层领导的重视、科技人员
的全员动员、以人为本的公司发展理念、完善的公司管理制度和公司内部的文化
建设五方面内容。最后，进行评价效果的预估，包括对员工激励作用的评价和对
人力资源管理的促进作用的评价两项内容，验证此薪酬体系优化方案的可行性
关键词：河北省农村信用社；科技部；薪酬体系；优化设计；实施方案
II
ABSTRACT
Today, with the development of economic globalization, the competition among
enterprises has gradually changed from the past market competition and product
competition to the competition of ability and competition of talents.Talent has become
the social progress and economic development the important force and the first
resource, among them, those who have mastered the knowledge workers make
important to the healthy development of enterprise knowledge and information
technology, has gradually become the backbone of corporate value creation, the key
human resources necessary.Therefore, how to understand the knowledge workers real
needs, establish a scientific knowledge staff salary system effectively, so as to
stimulate their potential and improve their innovation power, the enterprise managers
now and in the future to consider the important issues.Carrying out the optimization
research of the salary system of knowledge and technology employees can enhance
the sense of belonging of employees to enterprises, help to retain talents, train talents,
absorb talents, and realize the common development of enterprises and talents.This
paper will be the Ministry of science and technology personnel in rural credit
cooperatives in Hebei Province as an example, the investigation and analysis of the
present situation of the compensation, the Ministry of science and technology
personnel salary system are discussed, and according to the characteristics of the
Ministry of science and technology personnel with the compensation system of the
problems found in the proposed optimization suggestions and optimization scheme
and the effect of forecast.
First, based on the management of case interviews, understand the status quo of
rural credit cooperatives in Hebei province and the Ministry of science and
technology personnel salary system; the science and technology personnel interviews,
to understand the core issue of concern to them, and in order to design the
questionnaire. According to the interview results, the questionnaire design,
distribution, recovery and summary of data were conducted. According to the data
analysis of the survey results, the problems and causes of the current compensation
system of Hebei rural credit cooperatives were found. The results show that there are
three main problems in rural credit cooperatives in Hebei Province, such as
unreasonable salary level design, lack of incentive system, single company welfare
and lack of flexibility.
III
Second, based on the optimization design of the compensation system, through
the method of job analysis and post the qualitative assessment of this quantitative
method to determine the factors influencing the main, so as to optimize the design of
the compensation system. This paper introduces the method of job analysis and job
evaluation and operation process, at the same time the salary survey, and based on this,
optimization design should be from the salary level optimization design, optimization
design of three variable bonus and welfare system optimization design of the
compensation system of rural credit cooperatives in Hebei province.
Third, to the successful implementation of the optimized salary system of the
Ministry of science and technology of Hebei rural credit cooperatives, the
corresponding security measures are put forward. The guarantee measures include
five aspects: the attention of senior leaders, the mobilization of scientific and
technical personnel, the concept of people oriented company, the perfect management
system of company and the construction of culture inside the company. Then, the
evaluation of the evaluation effect is carried out, including the evaluation of the
incentive role of employees and the evaluation of the promotion role of human
resources management, two items, to verify the feasibility of the optimization of the
compensation system.
Keywords: Hebei rural credit cooperatives;Ministry of Science and
Technology; Salary system;optimum design;Implementation scheme
IV
目录
第一章 绪论 ....... 1
1.1 研究背景 .......... 1
1.2 研究目的与意义 .......... 2
1.3 研究思路和方法 .......... 3
1.4 技术路线和主要研究内容 ...... 4
1.4.1 技术路线 ........... 4
1.4.2 主要研究内容 ... 4
1.5 创新点 .. 6
第二章 理论综述 ........... 7
2.1 薪酬概述 .......... 7
2.1.1 薪酬的概念及实质 ....... 7
2.1.2 薪酬的构成 ....... 9
2.1.3 薪酬的功能 ..... 10
2.1.4 薪酬的影响因素 ......... 10
2.1.5 薪酬激励作用机制 ..... 11
2.2 薪酬管理 ........ 11
2.2.1 薪酬管理的概念 ......... 11
2.2.2 薪酬管理的内容 ......... 12
2.2.3 薪酬管理的目标 ......... 12
2.2.4 薪酬管理国内外研究现状 ..... 13
2.3 薪酬体系 ........ 14
2.3.1 薪酬体系的概念 ......... 14
2.3.2 薪酬体系的影响因素 . 15
2.3.3 常见薪酬体系的类型 . 15
第三章 河北省农村信用社科技部薪酬体系现状分析 ......... 17
3.1 河北省农村信用社背景 ........ 17
3.1.1 河北省农村信用社联合社简介 ......... 17
3.1.2 河北省农村信用社组织结构 . 17
3.1.3 河北省农村信用社科技部的人力资源现状 . 18
3.1.4 河北省农村信用社科技部人员的特点 ......... 18
3.2 河北省农村信用社科技部薪酬体系现状 .... 20
3.2.1 现有薪酬体系简介 ..... 20。