近些年，我国经济发展迅速，使得各行业间的竞争也日益残酷，企业之间的竞争 是则就是对人才的争夺，一个企业怎样才能留住能为企业带来贡献的人才是每家企业 都要应对的问题，。同样，人才在对企业的选择时也更加看重企业提供的经济条件。 所以，企业建立起科学、合理的薪酬管理体系是吸引人才、留住人才的关键因素之一。 当前，QHJ 公司为了在激烈的市场竞争增强企业的自身实力，要对现有薪酬管理制度 的不足与缺陷进行改进，重新制定出一套科学、合理具有操作性的薪酬管理体系。 QHJ 公司是国有大型煤炭企业 YK 集团下的子公司，以铝产业为主要产品。当前 公司仍然采用传统的薪酬管理方式对员工的薪酬进行管理，其主要存在薪酬方案浮动 空间不足，缺乏弹性与灵活度；激励措施单一，周期较长，效果不明显的问题，这两 种问题导致员工离职人数大增，企业急需从薪酬方案着手增加对人才的吸引力。本文 在对 QHJ 公司存在问题进行分析的基础上，进行问卷调查，并对调查结果加以总结、 分析；最后利用薪酬管理理论确定薪酬优化目标以及应遵守的原则和思路；同时，为 了保障薪酬方案在企业得到顺利实施，还从激励机制、沟通机制以及创新改革理念等 多个方面提出相应的保障措施。 本文以 QHJ 公司为研究对象，对企业当前采用的薪酬方案进行现状分析，并从中 总结出存在的问题，同时结合薪酬管理相关理论，设计出一套适合 QHJ 公司的薪酬管 理方案。以此达到吸引人才、留住人才的目的。同时，本文的研究成果对同行业其他 企业也有一定的参考价值。 关键词：薪酬方案，岗位薪酬分类，优化设计II ABSTRACT In the recent years, with the rapid economic development in China, making the competition between each industry is becoming more and more cruel, the competition between enterprises is is the competition for talents, an enterprise how to retain can bring for the enterprise with the talent is every enterprise to deal with the problem. Similarly, the talent in the choice of enterprises also pay more attention to the economic conditions provided by the enterprise. Therefore, to establish a scientific and reasonable salary management system is one of the key factors to attract talents and retain talents. At present, QHJ order in the fierce market competition, the enhancement enterprise's own strength to deficiencies and defects of the existing salary management system to improve, to formulate a set of scientific and reasonable with the salary management system in operation. QHJ company is a subsidiary of YK group, a large state-owned coal enterprise, with aluminum industry as the main product. At present, the company still uses the traditional salary management of staff salary management and the main compensation scheme floating space is insufficient, lack of flexibility and agility; incentive measures for single, cycle is long, the effect is not obvious, these two problems lead to significant increase in the number of employee turnover, enterprises need from the compensation project started to increase the attractiveness of talent. This paper in the problems existing in the QHJ are based on the analysis of, conducted a questionnaire survey, and survey results are summarized and analyzed. Finally, the salary management theory to determine the compensation optimization objectives, and shall comply with the principles and ideas; at the same time, in order to safeguard the salary scheme in the enterprise get the smooth implementation, from multiple aspects of the incentive mechanism, communication mechanism and reform and innovation ideas proposed the corresponding security measures. The company to QHJ as the research object, the enterprise the salary scheme situation analysis, and summarizes the existing problems, and combining with the theory of compensation management, designs a suitable salary management scheme of QHJ. In order to attract talent, retain the purpose of talent. At the same time, the research results of this paper have a certain reference value to other enterprises in the same industry. KEY WORDS：compensation system，classification of salary，the optimization designIII 目 录 第一章 绪论.....................................................................................................................- 1 - 1.1 研究背景 ........................................................................................................................- 1 - 1.2 研究目的和意义 ............................................................................................................- 3 - 1.3 研究方法 ........................................................................................................................- 3 - 1.4 研究内容及基本思路 ....................................................................................................- 4 - 1.4.1 研究内容 .............................................................................................................. - 4 - 1.4.2 基本思路 .............................................................................................................. - 5 - 第二章 QHJ 公司薪酬方案现状分析.............................................................................- 6 - 2.1 公司概况 .......................................................................................................................- 6 - 2.1.1 公司简介 ............................................................................................................. - 6 - 2.1.2 QHJ 公司现有人力资源管理 SWOT 分析及组织结构 .................................... - 6 - 2.1.3 QHJ 公司组织结构.............................................................................................. - 9 - 2.1.4 员工现状分析及岗位调查情况 ......................................................................... - 9 - 2.1.5 生产经营情况分析 ........................................................................................... - 13 - 2.2 QHJ 公司薪酬方案现状..............................................................................................- 14 - 2.2.1 QHJ 公司薪酬结构............................................................................................ - 14 - 2.2.2 QHJ 公司薪酬方案实施障碍............................................................................ - 17 - 2.2.3 目前员工满意度调查问卷 ................................................................................ - 18 - 2.2.4 基于薪酬原因离职的员工分析 ....................................................................... - 18 - 2.2.5 目前薪酬方案的问题分析 ................................................................................ - 20 - 第三章 QHJ 公司薪酬方案优化设计.............................................................................- 22 - 3.1 薪酬方案优化目标与原则 .........................................................................................- 22 - 3.2 薪酬方案优化的过程和重点 .....................................................................................- 23 - 3.2.1 优化设计的影响因素 ........................................................................................ - 23 - 3.2.2 优化设计的基本思路 ........................................................................................ - 24 - 3.2.3 薪酬方案优化设计的基本步骤 ........................................................................ - 25 - 3.2.4 薪酬方案优化的方法 ........................................................................................ - 27 - 3.3 薪酬方案优化设计 ......................................................................................................- 33 - 3.3.1 直接生产单位薪酬方案优化 ............................................................................ - 33 - 3.3.2 辅助生产单位薪酬方案优化 ........................................................................... - 35 - 3.3.3 营销中心薪酬方案优化 .................................................................................... - 37 -IV 3.3.4 机关部室与后勤服务单位优化 ....................................................................... - 39 - 3.3.5 特薪人员薪酬方案 ........................................................................................... - 39 - 3.3.6 工资支付规定 ................................................................................................... - 42 - 第四章 QHJ 公司新薪酬方案的实施保障与评价分析...............................................- 44 - 4.1 QHJ 公司新薪酬方案的实施保障..............................................................................- 44 - 4.1.1 激励机制保障 ................................................................................................... - 44 - 4.1.2 沟通机制保障 ................................................................................................... - 44 - 4.1.3 创新的改革理念保障 ....................................................................................... - 45 - 4.2 QHJ 公司新薪酬方案的评价分析..............................................................................- 47 - 4.2.1 薪酬方案优化设计调研分析 ............................................................................ - 47 - 4.2.2 薪酬优化方案设计的效果评价 ........................................................................ - 47 - 第五章 结论...................................................................................................................- 50 -