I 摘要 全球化的市场环境决定了企业的核心竞争力集中在人才方面。企业人力资源管理 与发展面临新的问题，怎样得到人才，留住人才和使用人才成为人力资本的核心所在。 为什么将这一课题研究透彻，是人力资源关注的新焦点。薪酬管理成为企业经营战略 和企业文化的不可或缺的部分，薪酬直接体现出员工的实际价值。在这一体系中，员 工能够通过自己对现状薪酬的看法反射出对企业的贡献程度及认可程度。薪酬制度将 公司的长远目标与员工的现实利益相结合，为企业制定合理的薪酬方案提供事实依 据。如果企业的薪酬制度是完整健全的，我们就可以节约更多的流动资金用于解决企 业内部问题，可以帮助企业在人才竞争中占据优势，得到更多有用的人才，提高人才 整体素质，留住更多人才，使企业建立完善的人才使用机制，提高人才使用率，发挥 人才的积极作用。为此，企业在制定薪酬制度时要综合考虑各方面的因素，并根据实 际情况的变化不断调整方案，使其更加科学合理，符合企业的根本利益。建立现代化 的企业薪酬制度，符合企业发展的大局，具有十分深远的现实研究意义。 本文将 ZNJSYF 公司研发人员的薪酬方案优化案例作为研究对象，针对目前薪酬 方案中存在的问题和相关状况做进一步的探讨。本文主要针对现有薪酬方案，运用薪 酬制度的理论，加之 ZNJSYF 公司研发人员的实际工作情况，对该公司研发人员的相 关薪酬制度方面的基本情况和问题的因果关系深入了解，并针对 ZNJSYF 公司研发人 员的薪酬方案实际情况，对原有方案进行优化，将新方案与原有方案进行对比分析。 本文的内容结构基于以上的分析，将从以下三方面来安排， 首先，文章重点对薪酬制度的理论基础和理论工具进行分析，这些工具由内容型 激励理论与过程型激励理论组成；其次，针对性分析 ZNJSYF 公司研发人薪酬方案存 在的问题，阐明了该公司研发人员现有薪酬方案存在的主要问题有薪酬体系不合理、 薪酬管理手段偏于单一、绩效考核体系不完善、过分强调物质薪酬和薪酬未能与研发 人员职业生涯相匹配；而激励方案存在问题的成因则主要从薪酬与激励的不匹配、薪 酬与个人能力的不匹配和薪酬方案优化与企业战略的不匹配等方面进行说明。为后续 评价企业发展战略调整、组织转型后的薪酬方案是否能够有效地解决这些问题奠定了 现状，同时也为优化薪酬方案的有效性评价提供了必要的研究方向；最后，以前面研 究为依据，顺势提出了 ZNJSYF 公司研发人员薪酬方案的优化措施，为后续相关研究 开展提供必要的思路与方向。 关键词，研发人员；薪酬方案；优化设计山东理工大学硕士学位论文 ABSTRACT II ABSTRACT The globalization of the market environment determines the core competitiveness of enterprises focus on talent. Enterprise human resource management and development are facing new problems, how to get the talent, become the core human capital is to retain and use talents. Why will this research thoroughly, is a new focus of attention of the human resources. Compensation management become an integral part of the business strategy and corporate culture, pay directly reflects the real value of the employees. In this system, employees can through their own pay reflect degree of contribution to the enterprise, and degree of recognition. Salary system will be the company's long-term goal combined with realistic interests of employees, for enterprises to provide facts for reasonable compensation scheme. If the enterprise's salary system is full of complete key, we can save more liquidity is used to solve the problem of enterprise, can help enterprises in the talent competition advantage, get more useful talents, improve the overall quality, retain more talents, make the enterprise use mechanism should be established in order to improve the utilization rate, play the positive role of talent. Therefore, companies should consider when making compensation system in various factors, and the ultimate actual situation changes constantly adjust scheme, make it more scientific and reasonable, accord with the fundamental interests of the enterprise. To establish modern enterprise salary system, the overall situation of enterprise development, has very profound practical research significance. This article will ZNJSYF company research and development personnel salary scheme optimization case as the research object, aiming at the problems existing in the compensation plan and related conditions for further discussion. In this paper, in view of the existing compensation scheme, applying the theory of salary system, combined with ZNJSYF company the actual working status of research and development personnel, the company research and development personnel salary system aspects of the basic situation of and problems in understanding of causality, and focused on the compensation packages of ZNJSYF company researchers actual situation, optimize the original scheme, the new scheme and the original scheme were analyzed. Based on the above analysis of the structure and content of this paper, from the following three aspects of design， First of all, analyzes the basic theory of this compensation theory tools cost research, mainly including the theory and process of content based incentive motivation theory;山东理工大学硕士学位论文 ABSTRACT III secondly, analyze the existing R & D compensation scheme of ZNJSYF company's problems, expounds the main problems existing in the company's existing R & D personnel salary schemes are unreasonable salary system, salary management method is simple, the performance appraisal system is not perfect, too much emphasis on material compensation and not with R & D staff occupation career match; and incentive scheme causes problems mainly from the aspects of mismatch compensation and incentive compensation and personal capacity does not match, mismatch and compensation scheme optimization and enterprise strategy is described. The compensation scheme for subsequent adjustment, the development strategy of evaluation of enterprise organization transformation after whether can solve these problems effectively laid the status, but also provides a necessary research direction for the evaluation of the effectiveness of the optimal compensation scheme; finally, with the front research as the basis, homeopathy put forward optimization measures of R & D personnel salary system of ZNJSYF company. Provide ideas and direction for the follow-up research is necessary. Key words: R & D; Personnel Salary Scheme; Optimization山东理工大学硕士学位论文 目录 IV 目 录 摘要.....................................................................................................................................................I ABSTRACT.................................................................................................................................................II 目 录..................................................................................................................................................IV 第一章 绪 论......................................................................................................................................1 1.1 选题背景及意义............................................................................................................................1 1.2 国内外研究现状............................................................................................................................2 1.2.1 国外研究现状.....................................................................................................................2 1.2.2 国内研究现状.....................................................................................................................3 1.2.3 薪酬方案及优化研究的发展趋势.....................................................................................4 1.3 本文探讨的主要问题....................................................................................................................5 1.4 论文的研究方法............................................................................................................................5 第二章 薪酬理论基础..............................................................................................................................7 2.1 内容型激励理论............................................................................................................................8 2.1.1 需求层次理论.....................................................................................................................8 2.1.2 ERG 理论............................................................................................................................8 2.1.3 成就需要理论.....................................................................................................................9 2.1.4 双因素理论.........................................................................................................................9 2.2 过程型激励理论..........................................................................................................................10 2.2.1 期望理论...........................................................................................................................10 2.2.2 公平理论...........................................................................................................................11 2.2.3 目标设置理论...................................................................................................................11 2.3 行为改造理论..............................................................................................................................11 2.3.1 强化理论...........................................................................................................................11 2.3.2 归因理论...........................................................................................................................12 第三章 ZNJSYF 公司研发人员薪酬方案现状.................................................................................... 13 3.1 公司简介及组织概况..................................................................................................................13 3.1.1 公司简介...........................................................................................................................13 3.1.2 公司研发部门的组织结构...............................................................................................15 3.1.3 公司研发人员特征...........................................................................................................17 3.2 研发人员薪酬方案现状..............................................................................................................18 3.2.1 薪酬制度现状...................................................................................................................18山东理工大学硕士学位论文 目录 VI 3.2.2 绩效考核方面现状...........................................................................................................20 3.2.3 福利保障方面现状...........................................................................................................20 第四章 ZNJSYF 公司研发人员薪酬方案存在的问题及成因..............................................................22 4.1 现行薪酬方案存在的问题.........................................................................................................22 4.1.1 薪酬体系不合理...............................................................................................................24 4.1.2 薪酬优化手段单一...........................................................................................................25 4.1.3 绩效考核体系不完善.......................................................................................................26 4.1.4 过分强调物质薪酬...........................................................................................................27 4.1.5 薪酬未能与研发人员职业生涯相匹配...........................................................................27 4.2 薪酬方案存在问题的成因..........................................................................................................28 4.2.1 薪酬与员工发展的不匹配...............................................................................................28 4.2.2 薪酬与个人能力的不匹配...............................................................................................28 4.2.3 薪酬管理与企业战略的不匹配.......................................................................................29 第五章 ZNJSYF 公司研发人员薪酬方案的优化.................................................................................. 30 5.1 优化原则.....................................................................................................................................30 5.1.1 薪酬方案优化原则...........................................................................................................30 5.1.2 薪酬方案优化思路...........................................................................................................31 5.2 优化内容......................................................................................................................................31 5.2.1 薪酬结构的优化...............................................................................................................31 5.2.2 双轨制薪酬通道的优化...................................................................................................38 5.2.3 项目绩效奖金制度的优化...............................................................................................39 5.2.4 研发技术创新奖励制度的优化.......................................................................................39 5.2.5 灵活的福利政策的优化...................................................................................................39 5.2.6 人工成本的控制...............................................................................................................40 5.3 优化效果分析..............................................................................................................................40 5.3.1 对比分析..........................................................................................................................40 5.3.2 实施效果..........................................................................................................................41 第六章 总结..............................................................................................................................................42