随着经济全球化的发展，企业所面临的环境日益复杂、相互之间竞争日趋激烈， 员工这一生产要素已成为企业中最活跃、最富有开发潜力的要素之一。如何快速、 高效、持久的激发员工活力、挖掘员工潜力和集聚各类人才是每一个企业需要站在 战略高度所考虑的问题，而薪酬体系的是否有效将直接影响人力资源的管理效果 本文在在对国内外薪酬管理理论研究和对 YTTG 公司进行充分调研、剖析的基础 上，采取系统分析、理论与实际相结合、定性与定量分析相结合、归纳等研究方法， 对公司原有薪酬体系存在的问题进行了剖析，确定了与公司战略紧密结合的薪酬战 略，运用全面薪酬理论对公司的薪酬体系进行重新设计，新的薪酬体系强化了薪酬 同绩效的联系，突出了薪酬的激励效用，增加了公司对人才的凝聚力、吸引力和公 司的核心竞争力。 本文同时对新的薪酬体系进行了运行和评估，较好地解决了该公司薪酬管理中 存在的主要问题，同时对于全面薪酬体系的具体实践和应用也具有一定的参考意义。 关键词：薪酬体系 全面薪酬 激励II Abstract With the development of economic globalization and the increasingly complex environment that firms encounter, employees have become one of the most active and most potential productive factors in the company. How to activate and excavate employee’s vigor efficient and durable and gather all kinds of talent is a strategical question for every company. Meanwhile, the effectiveness of pay system will directly affect the utility of human resources management. Based on the theory of management and investigation and analysis of the YTTG company, with adopting the method of integrating theory with practice, combination of qualitative and quantitative analysis, this paper analyzes the faults of the former pay system, presents new pay strategy which is more combined with the company’s strategy and redesign the company’s pay system under the direction of total compensation theory. The new salary system strengthen the contact between performance and pay, emphasizes the salary’s incentive effect, and accordingly increase the cohesion and attraction for the talents and company's core competitiveness. Based on the actual effect and evaluation of the new pay system, this paper argues that the new pay system provides a good solution to the faults in the company salary management and also has certain reference significance. Key Words：Compensation System Total Compensation IncentiveIII 目 录 摘要.............................................................................................................I Abstract.......................................................................................................... II 1 绪论...............................................................................................................1 1.1 选题背景与研究目的 ................................................................................1 1.2 研究内容与方法.........................................................................................2 2 薪酬设计的理论基础 ...................................................................................4 2.1 薪酬概述.....................................................................................................4 2.2 薪酬设计原则.............................................................................................6 2.3 薪酬的基本结构.........................................................................................7 2.4 薪酬及其相关理论 ..................................................................................11 3 YTTG 公司薪酬体系现状分析 .................................................................22 3.1YTTG 公司简介........................................................................................22 3.2YTTG 公司薪酬体系分析........................................................................24 4 YTTG 公司全面薪酬体系设计 .................................................................27 4.1 YTTG 公司薪酬战略分析.......................................................................27 4.2 工作分析与岗位分级 ..............................................................................29 4.3 经济性薪酬设计.......................................................................................33 4.4 非经济性薪酬设计 ..................................................................................41 5 YTTG 公司全面薪酬体系设计方案的评价与实施.................................44IV 5.1 全面薪酬体系设计方案的评价 ..............................................................44 5.2 全面薪酬体系设计方案的实施 ..............................................................45 结 论.............................................................................................................48 致 谢.............................................................................................................49