对于员工来说，注重的是在企业所得的报酬和个人发展，对于企业来说，更 注重的是核心人才的保持以及企业经济增长的持续性动力。而无论是员工还是企 业，都需要较为健全有效的保障手段来实现各自的目标，从而薪酬和绩效成为了 企业与员工之间管理和维系的保障手段，薪酬为企业维系着员工，而绩效能够让 企业通过评价来制约和激励员工。薪酬和绩效对于企业来说尤为重要，因此 CN 集团的薪酬和绩效优化有着重要的研究意义。 为了更好的对企业的薪酬和绩效进行系统的研究和优化，本文以 CN 集团为 例，展开了实例研究。共分为 7 大部分，第一部分主要是对课题研究的背景进行 阐述，并且汇总国内外相关领域的研究成果；第二部分主要是对相关概念以及理 论的阐述，主要包括薪酬和绩效的概念以及薪酬公平理论和薪酬激励理论；第三 部分为实例的研究，主要研究内容是对 CN 集团当前的企业绩效和薪酬管理现状 和问题进行汇总；第四部分是本次研究的核心部分，主要是对 CN 集团绩效评价 体系的优化，明确企业绩效考核的目标以及应遵循的原则，并且在此基础上，对 现有 CN 集团绩效评价指标体系进行进一步的优化，然后，利用层次分析法，对 指标权重进行赋值；第五部分也是本次研究的核心内容，主要是对 CN 集团薪酬 体系的优化，从薪酬优化的原则出发，制定薪酬优化的策略和思路，从而对薪酬 的结构以及薪酬的制度进行调整；第六部分主要是研究 CN 集团薪酬与绩效方案 实施的保障措施。对考核的过程以及考核的具体应用进行详细策略的制定；第七 部分是对本次课题研究的成果进行总结，并指出研究不足以及后续研究的展望。 通过本次课题研究，依据 CN 集团的薪酬和绩效管理现状和问题，利用科学 和客观的方法，对 CN 集团的薪酬和绩效体系进行了优化，并提出了方案实施的 具体保障措施和应用方案。 关键词，绩效评价，薪酬体系，绩效薪酬，层次分析法II ABSTRACT For employees, pay attention to the reward and personal development, for enterprises, pay more attention to the core talent to maintain and sustained economic growth momentum. And whether the staff or business, need a more sound and effective means of protection to achieve their goals, so that pay and performance has become a business and staff management and maintenance between the means of protection for the maintenance of employees, and performance to make enterprises to control and motivate employees through the evaluation. Pay and performance is particularly important for enterprises, and therefore CN Group's pay and performance optimization has important significance. In order to better pay and corporate performance optimization and systematic research, this paper CN Group, for example, launched a case study. Which is divided into seven parts: the first part mainly elaborates the background of the research, and summarizes the research results in related fields at home and abroad. The second part mainly elaborates the related concepts and theories, including the concept of salary and performance, Salary theory and salary incentive theory. The third part is the research of the example. The main research contents are the summary of CN Group's current business performance and salary management status and problems. The fourth part is the core of this research, CN group performance evaluation system optimization, clear the objectives of business performance appraisal and should follow the principle, and on this basis, the existing CN group performance evaluation index system to further optimize, and then use the analytic hierarchy process, The fifth part is also the core content of this study, mainly on the CN group salary system optimization, starting from the principle of pay optimization, the development of pay optimization strategies and ideas, so the pay structure and pay system to adjust ; the sixth part is to study CN Group pay and performance program Shi safeguards. The detailed process of the assessment process and the specific application of the assessment; the seventh part is the summary of the results of this research, and pointed out that the lack of research and follow-up research prospects. Through the research and research of this topic, the salary and performance system of CN Group is optimized by scientific and objective method according to theIII status and problems of salary and performance management of CN group, and the specific safeguard measures and application plan of the scheme are put forward. KEY WORDS，performance evaluation, salary system, performance pay, analytic hierarchy processIV 目 录 第 1 章 绪论 .................................................................................................................1 1.1 研究背景 ........................................................................................................ 1 1.2 国内外相关研究现状 .................................................................................... 2 1.2.1 国外研究 ............................................................................................. 2 1.2.2 国内研究 ............................................................................................. 3 1.2.3 国内外研究现状评述 ......................................................................... 5 1.3 课题的研究目的和意义 ................................................................................ 5 1.4 采用的主要研究方法 .................................................................................... 6 第 2 章 相关概念及理论 .............................................................................................9 2.1 相关概念 ........................................................................................................ 9 2.1.1 薪酬 ..................................................................................................... 9 2.1.2 绩效评价 ........................................................................................... 11 2.2 理论阐述 ...................................................................................................... 15 2.2.1 薪酬公平理论 ................................................................................... 15 2.2.2 薪酬激励理论 ................................................................................... 16 第 3 章 CN 集团绩效考核与薪酬体系问题分析.....................................................19 3.1 公司人力资源管理现状 .............................................................................. 19 3.2 企业绩效与薪酬管理现状 .......................................................................... 19 3.2.1 企业绩效管理现状 ........................................................................... 19 3.2.2 企业薪酬管理现状 ........................................................................... 21 3.3 企业绩效与薪酬管理存在问题分析 .......................................................... 21 3.3.1 绩效管理存在问题分析 ................................................................... 21 3.3.2 薪酬管理存在问题分析 ................................................................... 22 第 4 章 CN 集团绩效评价体系优化.........................................................................25 4.1 绩效评价目标和原则 .................................................................................. 25 4.1.1 绩效考核目标 ................................................................................... 25 4.1.2 绩效考核原则 ................................................................................... 26 4.2 绩效评价体系的指标优化 .......................................................................... 27 4.2.1 绩效指标体系优化思路 ................................................................... 27 4.2.2 绩效评价体系指标优化 ................................................................... 28V 4.2.3 绩效评价指标权重优化....................................................................29 4.2.4 绩效评价得分计算............................................................................33 第 5 章 CN 集团薪酬体系优化设计.........................................................................35 5.1 薪酬体系优化思路.......................................................................................35 5.1.1 薪酬体系优化原则............................................................................35 5.1.2 薪酬优化策略....................................................................................36 5.2 薪酬结构优化...............................................................................................36 5.3 薪酬制度优化...............................................................................................38 第 6 章 CN 集团绩效与薪酬优化方案的实施.........................................................41 6.1 绩效薪酬管理的实施保障...........................................................................41 6.2 绩效考核的实施与管理...............................................................................42 6.3 绩效考核在薪酬管理中的应用...................................................................45 第 7 章 研究的总结和展望........................................................................................49 7.1 研究结论.......................................................................................................49 7.2 研究展望.......................................................................................................50