，现今医院间的核心竞争归根结底是医护人才的竞争。医院能否把握优 秀的医护人员，是能否在激烈的竞争中立于不败之地的关键。如何确定医护人员的 薪酬评价权重高低以及所从事工作的各种能力等要素之间的大小，并较为准确的度 量隐含在医护人员背后的要素权重和分级，改进咸阳市中心医院的现有薪酬体系和 薪酬分配方案，是本文讨论的重点。 本文首先介绍了咸阳市中心医院的现有薪酬体系，结合该院医护人员的薪酬分 配方案，借助层次分析法（AHP 法）和咸阳市中心医院自身竞争环境建立了岗位模 型，并设计出适合该院发展的基于护理岗的岗位评分表。然后以护理岗医护人员为 例，说明了确定咸阳市中心医院岗位的档级和分值为基础设定的基本岗位工资标准 和奖金分配比例的方法。 本报告通过实例分析和量化计算，围绕该院医护人员现行薪酬分配体系中存在 的问题，构建岗位评价模型，通过对六个评价要素（沟通与协调能力、责任风险、 工作经验、教育背景、技术含量和工作强度）权重的计算和分析，合理设置岗位工 资等级差异，优化医护人员薪酬体系，进而实现人与岗、人与人之间的最佳配合， 起到激励作用，达到薪酬分配公平、合理之目的。 关键词，薪酬设计；层次分析法；岗位评价Xianyang Central Hospital medical staff salary system optimization Abstract Nowadays, increasingly competition among the hospitals. How can we remain invincible in these fierce competition, the key lies in the ability that if we could retain excellent medical technicians. How to determine the salary level and evaluate these element’s weights that measure the medical personnel and accurate medical technology and nurses’ element’s weights and grade, so that the hospital’s salary system can really pay with fair, that is the focus of this thesis. This thesis analyzed the current salary system of Xian’yang central hospital and use SWOT analysis method estimated the salary system’s problems. As a starting point, the status quo combined the salaries system of the hospital’s medical technicians and nurses. With the analytic hierarchy process (AHP ) and Xian’yang Central Hospital’s competitive environment. This thesis analyzed the job’s model and designed a suitable salary system which based on the current development status of nursing job's score sheet. Then we illustrate the medical staff’s basic wage and bonus. The thesis distributed the medical staff’s money award method and determine the positions of the job level of Central Hospital of Xianyang In this thesis statement, around the hospital medical staff current salary system problems. Finally, we build a job evaluation model. Through the evaluation of the six elements(communication and coordination skills, management and implementation capacity, work experience, educational background, technical content and work intensity) are calculated and analyzed, a reasonable set of station wage level differences. And then we achieve the best fit between the medical technicians, and play a stimulating salary distribution, that reach a fair and reasonable purposes. Graduate: Tu Zhanming (Major: Business Management) Directed by: Prof. Pan Xinhua Keywords : Compensation Design; AHP; Job Evaluation目 录 绪 论................................................................ 1 （一）选题背景及研究意义.............................................. 1 1、选题背景 ....................................................... 1 2、研究意义 ....................................................... 1 （二）国内外文献综述.................................................. 2 1、国内相关研究综述 ............................................... 2 2、国外相关研究综述 ............................................... 4 3、国内外相关研究述评 ............................................. 5 （三）研究思路与研究方法.............................................. 6 1、研究思路 ....................................................... 6 2、研究方法 ....................................................... 6 （四）报告技术路线及创新之处.......................................... 6 1、技术结构 ....................................................... 6 2、报告的创新之处 ................................................. 7 一、薪酬体系设计理论基础.............................................. 7 （一）薪酬的基本概念.................................................. 7 （二）薪酬制度理论发展历程............................................ 8 1、科学管理阶段 ................................................... 9 2、现代薪酬管理阶段 .............................................. 10 3、现代企业薪酬管理制度的创新趋势 ................................ 10 二、 咸阳市中心医院现行体系分析..................................... 11 （一）咸阳市中心医院简介............................................. 11（二）咸阳市中心医院医护人员组织架构................................. 13 （三）咸阳市中心医院 SWOT 分析....................................... -15 1、咸阳市中心医院竞争优势（Strength） ............................ 16 2、咸阳市中心医院内部劣势（Weakness） ............................ 16 3、咸阳市中心医院威胁（Threat） .................................. 17 4、咸阳市中心医院机遇（Opportunity） ............................ 117 （四）咸阳市中心医院医护人员薪酬制度现状............................. 17 （五）咸阳市中心医院医护人员薪酬制度存在的问题....................... 19 三、 咸阳市中心医院岗位评价模型的构建................................ 21 （一）岗位评价要素的选择............................................. 21 （二）建立层次结构模型............................................... 23 （三）标度并构造判断矩阵............................................. 24 1、问卷调查基本情况 .............................................. 25 2、问卷的设计 .................................................... 26 （四）判断矩阵计算方法............................................... 26 （五）医院岗位评价各要素综合权重的确定............................... 30 四、咸阳市中心医院薪酬分配方案优化................................... 30 （一）划分要素....................................................... 31 （二）基于护理岗建立岗位评分表....................................... 32 五、研究结论分析与评价............................................... 36 （一）咸阳市中心医院岗位评价模型的研究结果........................... 36 （二）研究的局限性和评价............................................. 37