人才对一家企业的发展起着至关重要，对于科技企业的影响尤为突出。随 着社会的日趋开放，行业竞争的日益加剧，员工在就业上有了更多的选择。对 企业的人力资源管理者而言，如何更好的保留和吸引人才，也面临着更多的挑 战。因此，人力资源管理在企业发展过程中就显得尤为突出和重要。薪酬管理 在人力资源管理中起着不可或缺的作用，它与人才的选、用、育、留息息相关， 从而影响企业的整体发展。 如何运用好人力资源管理的这个“武器”，使之在企业发展过程中起到积 极、正面且有效的作用，是众多企业正在寻求的突破点。本课题来源于笔者对 X 公司的管理现状的分析和思考，通过自己在就读 MBA 期间接触到的诸多案例， 深刻领悟到薪酬管理在企业日常运作中所能发挥的作用，故选取薪酬管理作为 该企业管理改善的突破口，以此作为选题来源进行报告的写作。 文中首先就 X 企业在日常管理和薪酬管理所存在的问题点进行了梳理，并 结合国内外相关薪酬理论加以分析。其次，根据 X 公司行业特点和人员素质特 征等实际情况，明确薪酬管理改进研究的目的、内容、整体思路和实施方法。 由此提出改进方案，从完善岗位分析、编制定员指标、改进调薪机制，再到薪 酬体系的实施保障措施等方面下手，为该企业薪酬管理改进提供了一套完整的 实施方案。通过科学的薪酬管理对人才进行有效激励，从而提高企业核心竞争 力，为 X 公司通过改进薪酬管理改善目前面临的管理瓶颈提供了一条参考路线。 薪酬不只是为员工提供基本的生活保障，薪酬的多寡也体现着员工在组织 中的价值。通过薪酬管理能实现对企业用工成本的控制，对于技术服务型企业 来说，将大大降低企业的整体成本，增加利润；薪酬具有明显的激励作用，通 过可变薪酬的调节，能对不同绩效的员工起到相应的激励作用，撬动他们的积 极性；薪酬设计和规划应该在市场公平、内部公平和个人公平的原则上进行， 科学合理的薪酬管理体系能为稳定企业关键岗位的关键员工提供坚实基础；有 效的薪酬管理还能为吸引外部优秀人才提供良好的平台。 关键词：薪酬管理 薪酬体系 改进II Abstract Talents play an important role in the development of an enterprise, especially in technology enterprises. With the opening of society and the increasing competition in the industry, employees have more choices in employment. For human resource managers, how to better retain and attract talents is also facing more challenges. Therefore, human resources management is particularly prominent and important in the process of enterprise development. Salary management plays an indispensable role in human resources management. It is closely related to the selection, employment, education and retention of talents, thus affecting the overall development of enterprises. How to make good use of this weapon of human resources management, so that it can play a positive and effective role in the process of enterprise development, is a breakthrough that many enterprises are seeking. This topic originates from the my analysis and Reflection on the current management situation of X Company. Through many cases I met during my MBA study, I deeply understand the role of salary management in the enterprises’ daily management. Therefore, I choose salary management as a breakthrough point for the improvement of the enterprise management, and use it as a topic for my thesis. Firstly, the paper combs the problems existing in the daily management and salary management of X enterprise, and combines the relevant salary theory at home and abroad to analyze. Secondly, according to the actual situation of X company's industry characteristics and personnel quality characteristics, the purpose, content, overall thinking and implementation method of the research on salary management improvement are clarified. This paper puts forward the improvement plan, from perfecting post analysis, compiling staff quota, improving salary adjustment mechanism, and then to the implementation of security measures of salary system, which provides a complete implementation plan for the improvement of salary management in this enterprise. Through scientific salary management to effectively motivate talents, thereby improving the core competitiveness of enterprises, XIII company through improving salary management to improve the current management bottlenecks faced by a reference route. Salary not only provides basic living security for employees, but also reflects the value of employees in the organization. Compensation management can control the cost of employing workers in enterprises, and it will greatly reduce the overall cost of enterprises and increase profits for technology enterprises. Compensation has obvious incentive effect. Through the adjustment of variable compensation, it can play a corresponding incentive role for employees with different performances and motivate their enthusiasm. Compensation design and planning should be carried out on the principles of market equity, internal equity and personal equity. Scientific and reasonable salary management system can provide a solid foundation for the key employees of stable key positions in enterprises. Effective compensation management can also provide a good platform in attracting outstanding external talents. Key words：Salary management salary system ImprovementV 目 录 第 1 章 绪论 .......................................................1 1.1 研究背景与意义 ...............................................................................................1 1.2 国内外研究状态 ...............................................................................................2 1.2.1 国内研究现状 ...........................................................................................2 1.2.2 国外研究现状 ...........................................................................................4 1.3 主要内容和框架 ...............................................................................................5 1.4 研究方法 ...........................................................................................................6 第 2 章 薪酬管理的相关概念与理论基础 ...............................8 2.1 相关概念 ...........................................................................................................8 2.1.1 薪酬 ...........................................................................................................8 2.1.2 薪酬管理 ...................................................................................................8 2.1.3 薪酬体系 ...................................................................................................8 2.2 基础理论 ...........................................................................................................9 2.2.1 公平理论 ...................................................................................................9 2.2.2 期望理论 ...................................................................................................9 2.2.3 双因素理论 ...............................................................................................9 2.2.4 工资效益理论 ...........................................................................................9 第 3 章 X 公司薪酬管理分析.........................................11 3.1 公司基本情况 .................................................................................................11 3.1.1 X 公司行业背景与公司概况 ..................................................................11 3.1.2 X 公司的组织架构 ..................................................................................12 3.1.3 X 公司的人力资源状况 ..........................................................................13 3.1.4 X 公司的文化 ..........................................................................................14 3.1.5 X 公司管理现状及存在问题 ..................................................................14 3.2 薪酬满意度调查与访谈设计 .........................................................................16 3.2.1 调查对象 .................................................................................................16 3.2.2 调查形式 .................................................................................................16VI 3.2.3 主要内容 .................................................................................................16 3.2.4 数据整理与运用 .....................................................................................16 3.3 X 公司薪酬体系存在的问题 ..........................................................................16 3.3.1 缺乏长期薪酬战略 .................................................................................16 3.3.2 缺乏健全的绩效评估机制 .....................................................................17 3.3.3 薪酬平均主义 .........................................................................................18 3.3.4 薪酬成本负担过重 .................................................................................19 3.3.5 缺乏岗位评估体系 .................................................................................19 3.3.6 缺乏内部公平性 .....................................................................................20 3.4 薪酬问题产生的原因分析 .............................................................................20 3.4.1 管理者不重视薪酬管理工作 .................................................................20 3.4.2 薪酬管理工作机制不健全 .....................................................................21 3.4.3 薪酬构成不合理 .....................................................................................21 3.4.4 管理者忽视绩效管理的作用 .................................................................23 第 4 章 X 公司薪酬管理改进方案.....................................24 4.1 X 公司薪酬设计策略 ......................................................................................24 4.1.1 薪酬改进目标 .........................................................................................24 4.1.2 薪酬改进原则 .........................................................................................25 4.1.3 战略选择与策略制度 .............................................................................26 4.1.4 薪酬改进的思路 .....................................................................................27 4.2 X 公司薪酬管理改进的具体内容 ..................................................................29 4.2.1 岗位分析 .................................................................................................29 4.2.2 编制设定 .................................................................................................33 4.2.3 薪酬调查 .................................................................................................34 4.2.4 薪酬体系优化 .........................................................................................36 4.2.5 绩效考核改进设计 .................................................................................42 第 5 章 X 公司薪酬管理方案实施保障.................................45 5.1 建立健全管理机制并有效监督 .....................................................................45 5.2 建立有效的绩效管理制度 .............................................................................45 5.3 发挥福利的激励作用 .....................................................................................46VII 5.4 建立管理信息系统 .........................................................................................47 5.5 加强企业文化建设 .........................................................................................48 第 6 章 结论与展望 ................................................50 6.1 结论 .................................................................................................................50 6.2 展望 .................................................................................................................50