I T 公司薪酬管理方案优化研究 摘要 进入 21 世纪以来,企业面临的竞争也越来越激烈,而现代竞争 的根源在于人才的竞争。人力资源管理成了企业在未来立于不败 之地的一项战略性资源，而薪酬管理方案作为人力资源管理的核 心,是否拥有一套和企业背景相匹配的薪酬管理方案，已成为许多 企业关注点。 本文以 T 公司为例，T 公司是一家自动化装配线和检测设备生 产型企业，通过考察了 T 公司的经营现状和现有的薪酬管理方案， 经过实地访谈和员工问卷调查方式，发现 T 公司现有的薪酬管理 方案存在的问题，结合相关的工资理论和激励理论等薪酬理论， 分析出问题的根源。结合 T 公司的经营战略，和薪酬设计理论， 遵循薪酬设计相关原则，提出 T 公司的薪酬管理方案优化设计思 路和目标，使用科学的方法对 T 公司各岗位进行岗位分析、岗位摘要 II 评估，在此基础上设计出一套新的薪酬管理方案。 本论文研究的主要内容如下， 一是对 T 公司的现有薪酬管理方案进行分析，找出存在的问 题。从 T 公司发展背景，组织结构，人力资源配备状况调查，收 集 T 公司现有的薪酬管理相关资料，对 T 公司高层领导、中低层 部分管理者和员工代表进行座谈，全员不记名问卷调查，对座谈 收集信息进行汇总，从薪酬结构的整体满意度，薪酬的竞争性， 薪酬制度的合理性，薪酬制度的公平性，薪酬制度的竞争性几个 方面分析统计问卷调查结果，得出 T 公司现有的薪酬管理方案存 在的问题，并根据薪酬相关理论分析出其问题所在。 二是对 T 公司薪酬管理方案进行优化设计。依据 T 公司的企 业性质和战略导向性、内部一致性、外部竞争性、激励性和经济 型等薪酬设计原则，提出了 T 公司薪酬管理方案设计的总思路、 优化设计目的和设计内容。依据薪酬管理方案设计流程，运用观 察法对 T 公司的岗位进行分析，借助 28 因素法对 T 公司的各岗位 进行岗位评价，赋予给岗位相应的薪点值，根据各岗位评价得到摘要 III 的薪点值，对岗位划分等级，接着结合市场行情绘制出 T 公司的 薪资曲线，对薪资曲线拟合得出回归线，借助回归线计算出各岗 位等级的中点值，最后结合 T 公司的岗位特征，给各岗位赋予一 个带宽参数，根据中点值和带宽参数，计算出个岗位等级的浮动 范围。由此，确立 T 公司新的薪酬结构。 三是分析新的薪酬管理方案实施所需的保障措施。分析新的 薪酬管理方案顺利实施，需要建立相应的管理机制，人员入轨机 制，薪酬调整机制，监督反馈机制。并分析新的薪酬管理方案顺 利实施所需哪些相关的支持系统，完善绩效考核系统和建设相应 企业文化。 关键词，薪酬 薪酬管理方案 优化设计 薪酬结构ABSTRACT - IV - TO OPTIMIZE THE SALARY SCHEME OF T COMPANY ABSTRACT Since the beginning of twenty-first Century, enterprises are facing increasingly fierce competition, and the root of modern competition is the competition of talent. human resources management has become a strategic resource of enterprises in the future in an invincible position. the salary management scheme as the core of human resource management, and whether you have a salary management plan matched with enterprise background, has become the focus of many enterprises. This text takes T company as an example, T is an automatic assembly lines and testing equipment manufacturing enterprises ,through the investigation of the T company's operating status and the existing salary management scheme, After the field staff interview and investigation method of the questionnaire, found the existing problems of salary management system of T company , combined with the related salary theory and incentive theory of salary theory, analysis of the root of the problem, according to T company's business strategy and salary design theory, follow the principle of salary design, put forward the salary management's optimization design idea and goal of the T company. The use of scientific methods of job analysis, job evaluation of the post on T, on this basis to design a new salary management scheme. The main contents of this thesis are as follows: One is the analysis of the existing salary management scheme of T company, find out the existing problems. investigated from the T company's development background, organizational structure, human resources status, collected the existing salary management related data of T company, discussion on T senior leadership, lower part of managers and staff representatives, all numbers questionnaire without name , summary the information that collected on discussion, from the overall satisfaction of salary structure , competitive salary, reasonable salary system, the fairness of the salary system, statistical analysis of the results of a questionnaire survey of several aspects, obtained the existence problem that existing theABSTRACT - V - salary management problem, according to the relevant theories of salary and analysis of its problems The two is to optimize the design scheme of salary management in T company, according to the nature of the enterprise and strategic orientation, internal consistency, external competition, incentive and economic salary design principles of T company, put forward the T company's design general idea, the aim of optimization design and content of salary management scheme. On the basis of the salary management scheme design process, using observation method to analyze the positions of T company, evaluated the post with the help of 28 factor method, give the corresponding post salary, grade of Posts, then combined with the market to draw the wage curve of T company, by fitting the salary curve came out the regression line, by means of the regression line calculated the midpoint value for each job level, finally combined with the characteristics of the post T, given a bandwidth parameter for jobs, according to the midpoint and bandwidth parameters, calculate the floating range of a job level. therefore, to establish a new salary structure of T company. The Three is to analysis the need of safeguard measures in the implementation of new salary management scheme. analysis of successful implementation of the new salary management scheme, needs to establish corresponding management mechanism, personnel entry mechanism, salary adjustment mechanism, supervision and feedback mechanism. and analysis of what are the required relevant support system, job analysis and evaluation system, performance appraisal system in successful implementation of new salary management scheme. Penghuiping（MBA） supervised by Wanglixin KEY WORDS: salary salary management scheme optimal design salary structure目录 - VI - 目录 摘要...................................................................................................................Ⅰ Abstract.............................................................................................................................Ⅳ 第一章 绪论.......................................................................................................1 1.1 论文背景......................................................................................................1 1.2 论文研究的目的和意义...............................................................................2 1.3 论文的研究对象、方法和思路....................................................................3 第二章 理论综述与研究现状.............................................................................6 2.1 薪酬的概念、形式和功能............................................................................6 2.2 薪酬管理的相关理论...................................................................................9 2.3 薪酬设计理论综述.....................................................................................12 2.4 几种常见的薪酬模式.................................................................................13 第三章 T 公司薪酬管理现状和问题分析........................................................19 3.1 T 公司简介..................................................................................................19 3.2 薪酬方案和福利现状.................................................................................23 3.3 现有薪酬管理方案存在的问题及原因分析..............................................25 第四章 T 公司薪酬管理方案优化设计...........................................................35 4.1 薪酬管理方案优化设计目的和内容..........................................................35 4.2 薪酬管理方案优化设计的原则、总思路和流程.......................................36 4.3 薪酬管理方案优化设计.............................................................................39 第五章 T 公司新薪酬管理方案实施保障........................................................59 5.1 新薪酬管理方案的预期效果.....................................................................59 5.2 实施保障措施............................................................................................59 结论............................................................................................................... 64