- -I- 摘要 随着国内经济的飞速发展，园林行业获得了广阔的发展空间，园林行业的发展 速度将大幅提高，但是园林行业企业之间的竞争也将更加激烈。尤其对于中小型园 林企业来说，逆水行舟不进则退，必须加快管理体系的升级。只有吸引、留住更多 的人才，才能为企业的未来发展提供充分人才保障。薪酬体系作为人力资源管理体 系中最为核心和重要的模块之一，也必须与时俱进，保持先进性，才能满足企业发 展的需要。而大多数中小型园林企业的薪酬管理工作处于比较传统和落后的状态,因 此，研究设计中小型园林企业的薪酬体系以及实施具有重要意义。 本论文以海奥园林公司为研究对象，应用薪酬管理理论，从海奥园林公司现有 薪酬体系入手，查找存在的问题并分析其产生的原因，对现有薪酬体系进行优化， 从而更科学合理、更符合公司发展的要求。 第一，介绍了国内外薪酬管理方面的研究发展现状和相关理论以及方法，从而 为优化设计薪酬管理体系提供理论依据。 第二，详细介绍分析了海奥园林公司的基本情况、组织架构、人力资源现状以 及公司薪酬体系现状，通过员工访谈、调查问卷和文献查询等方式，查找现有薪酬 体系存在的主要问题，并分析形成原因，以便下一步设计更科学合理的薪酬体系和 实施流程。 第三，优化海奥园林公司的薪酬体系，从岗位价值评估、薪酬结构设计、宽带 薪酬设计、绩效工资设计、福利制度设计等方面入手，建立了更科学合理的薪酬体 系。 最后，在薪酬体系实施过程方面，详细阐述了实施过程的三个阶段所做的大量 工作，在保障措施方面，从管理层的参与和支持、规范制度建设、战略文化体系建 设、有效的人员培训机制、建立管理信息系统六方面进行了详细介绍，从而确保薪 酬体系的顺利实施。 关键词，薪酬管理；薪酬体系；宽带薪酬；绩效工资；岗位价值评估燕山大学工商管理硕士学位论文 -II- Abstract With the rapid development of domestic economy, landscape industry has gained broad space for development, and the development speed of landscape industry will be greatly improved. But the competition among landscape enterprises will be more intense. Especially for the small and medium-sized landscape enterprises, it is necessary to speed up the upgrading of management system, like rowing upstream, not to advance is to drop back.Only by attracting and retaining more talents, the sufficient talent guarantee can be provided for the future development of enterprises.As one of the most core and important modules in human resource management system, salary system must keep up with the times and keep advanced in order to meet the needs of enterprise development.Most of the small and medium-sized landscape enterprises are in a relatively traditional and backward state of salary management. Therefore, it is of great significance to study and design the salary system of small and medium-sized landscape enterprises and implement it. This paper takes Haiao landscape Company as the research object, applies the salary management theory, starts with the existing salary system of Haiao landscape Company, finds out the existing problems and analyses the causes, optimizes the existing salary system, so as to be more scientific, reasonable and more in line with the requirements of the company's development. Firstly, it introduce the research and development status and related theories and methods of salary management at home and abroad, so as to provide a theoretical basis for the design of salary management system. Secondly, it introduce and analyze the basic situation of Haiao landscape Company, organizational structure, human resources and salary system in detail. Through employee interviews, questionnaires and literature inquiries, we can find out the main problems existing in the existing salary system and analyze the causes, so as to design a more scientific and reasonable salary system and implementation process in the next step. Thirdly, it is to optimize the salary system of Haiao landscape Company, and establish a more scientific and reasonable salary system from the aspects of post valueAbstract -III- evaluation, salary structure design, broadband salary design, performance salary design, welfare system design and so on. Finally, in terms of the implementation process of the salary system, this paper elaborates on a great deal of work to be done in the three stages of the implementation process. In terms of safeguards, it introduces in detail from six aspects: management participation and support, normative system construction, strategic culture system construction, effective personnel training mechanism, and establishment of management information system,so as to ensure the smooth implementation of the salary system. Keywords，salary management; salary system; broadband salary; merit pay; post value evaluation目 录 -V- 目 录 摘要...................................................................................................................................I ABSTRACT........................................................................................................................II 第 1 章 绪 论.....................................................................................................................1 1.1 研究背景和意义....................................................................................................1 1.1.1 研究背景.........................................................................................................1 1.1.2 研究意义.........................................................................................................2 1.2 国内外研究现状....................................................................................................3 1.2.1 国外研究现状.................................................................................................3 1.2.2 国内研究现状.................................................................................................4 1.2.3 国内外研究现状评述.....................................................................................7 1.3 研究内容及研究方法............................................................................................7 1.3.1 研究内容.........................................................................................................7 1.3.2 研究方法.........................................................................................................8 第 2 章 相关基本理论.......................................................................................................10 2.1 薪酬的概念与功能..............................................................................................10 2.1.1 薪酬的概念...................................................................................................10 2.1.2 薪酬的功能...................................................................................................10 2.2 薪酬体系概述......................................................................................................11 2.2.1 薪酬体系的概念及分类...............................................................................11 2.2.2 主流薪酬体系设计形式及优缺点...............................................................11 2.3 薪酬研究理论基础..............................................................................................12 2.3.1 公平理论.......................................................................................................12 2.3.2 战略性薪酬理论...........................................................................................12 2.3.3 人力资本理论...............................................................................................13 2.3.4 效率工资理论...............................................................................................13 2.3.5 分享经济理论...............................................................................................14 2.4 本章小结..............................................................................................................14 第 3 章 海奥园林公司薪酬体系现状及问题分析...........................................................15 3.1 公司概况..............................................................................................................15 3.1.1 公司基本情况和发展历程...........................................................................15 3.1.2 公司组织架构...............................................................................................16 3.1.3 公司人力资源状况.......................................................................................16 3.2 公司薪酬体系现状..............................................................................................17 3.2.1 公司薪酬结构和薪酬水平及福利...............................................................17 3.2.2 各类岗位薪酬现状.......................................................................................18燕山大学工商管理硕士学位论文 -VI- 3.3 海奥园林公司薪酬状况内部调查......................................................................21 3.3.1 海奥园林公司员工薪酬满意度调查...........................................................21 3.3.2 员工代表访谈...............................................................................................22 3.4 薪酬体系存在的问题及原因分析......................................................................23 3.4.1 存在的问题...................................................................................................23 3.4.2 原因分析.......................................................................................................25 3.5 本章小结..............................................................................................................26 第 4 章 海奥园林公司薪酬体系优化设计.......................................................................27 4.1 薪酬体系优化目标与原则..................................................................................27 4.1.1 薪酬体系优化目标.......................................................................................27 4.1.2 薪酬体系优化原则.......................................................................................27 4.2 薪酬体系优化思路和步骤..................................................................................29 4.2.1 优化思路.......................................................................................................29 4.2.2 优化步骤.......................................................................................................29 4.3 薪酬体系优化设计..............................................................................................30 4.3.1 岗位分析与价值评估...................................................................................30 4.3.2 各岗位等级与档级设计...............................................................................36 4.3.3 外部市场薪酬调查和公司薪酬水平确定...................................................40 4.3.4 薪酬结构设计...............................................................................................41 4.3.5 福利制度设计...............................................................................................44 4.4 本章小结..............................................................................................................45 第 5 章 薪酬体系优化设计的实施阶段及实施保障.......................................................46 5.1 实施过程..............................................................................................................46 5.1.1 准备阶段.......................................................................................................46 5.1.2 实施阶段.......................................................................................................46 5.1.3 反馈和调整阶段...........................................................................................47 5.2 实施保障..............................................................................................................47 5.2.1 管理层的参与与支持...................................................................................47 5.2.2 规范制度建设...............................................................................................48 5.2.3 建立公司战略文化体系...............................................................................48 5.2.4 有效的人员培训机制...................................................................................48 5.2.5 建立管理信息系统.......................................................................................49 5.3 本章小结..............................................................................................................49 结 论.................................................................................................................................50