企业的竞争，归根结底是人才的竞争。在经济全球化和知识经济日趋深化的 今天，企业管理的焦点愈发聚焦在人力资源的管理上。薪酬管理是企业人力资源 管理的核心内容，是企业最基本、最重要的激励机制。设计科学合理的薪酬体系， 激发员工的积极性和创造性，吸引并留住企业发展所需的优秀人才，是实现人力 资源战略至关重要的环节，更是企业长远发展战略中的一项关键工作。 本文运用现代薪酬设计的相关理念，结合现代薪酬管理的发展趋势，根据中 国电信行业的优劣势，分析了中国电信湖南分公司维护人员的现状与存在的问题， 以及对维护人员的薪酬体系进行改进设计的必要性，以公平性、竞争性、激励性、 经济性、合法性为设计原则，在进行工作分析、岗位评价、薪酬调查的基础上， 根据企业的实际情况，设计了针对中国电信湖南分公司维护人员薪酬体系的方案。 首先，该方案依据岗位价值确定薪酬，通过绩效考核机制实行工效挂钩，注重员 工任职能力考核评估，将薪酬水平向核心岗位和高能力员工倾斜。其次，该方案 还重新制定了维护人员薪酬等级表，强化薪酬结构的系统性和层级性，增加岗位 （能力）工资的带宽，将员工的职业生涯发展规划与薪酬体系紧密结合，以期为 员工提供充足的职业发展空间。最后，本文还从组织机构、推广策略、实施障碍、 实施策略等方面提出了改进方案实施的系列保障措施。 通过对维护人员的薪酬方案设计，反映了转型后的国企在不同专业方面需要 不同的薪酬激励的必要性的研究与探索，以充分发挥先进的薪酬管理方法在企业 中的作用，使转型中的国企迸发出更大的活力。 关键词，中国电信湖南分公司；维护人员；薪酬管理；薪酬体系；岗位评价工商管理硕士学位论文 III Abstract Enterprises Competition is Actually Talents Competition. As the economy globalization and the knowledge economy develop, the management of Enterprise is increasingly focused on the management of human resource. Meanwhile, the Salary Administration is the key issue of Enterprise human resource management as well as the most important fundamental incentive system for enterprise. They are key parts for strategy of human resource management that to establish a scientific salary administration system, simulation the initiatives and enthusiasm of employees. Also, using a smart Salary Administration system to attract and reserve excellent employees is the core of Enterprise development. According to advantages and disadvantages of China Telecom industry, this paper combines the trends of development of salary management, applies the modern theory of salary design to analysis the current status and problem of Salary Administrate System in Hunan Branch of China Telecom. Also, the paper points out the necessary of improving Salary Administrate System in this company. Under the principle of fairness, competitiveness, encouragement, socioeconomic, legitimate, based on the work analysis, positions adjustment, and salary investigate, the paper considered the practical situation of enterprise, and design a new salary administrate plan for Hunan branch of China Telecom employees who work for maintain and operation. Firstly, in this plan, the salary is fixed by the value of positions. Under the system of performance appraisal, the salary is decided by employee’s performance. The plan attaches the importance to evaluation of capability in various posts. The level of salary depends on core posts and employees who having strong ability. Secondly, the plan rescheduling grade table of employees, emphasized the structure and hierarchical of salary administrate system; increase the bandwidth of salary in all posts. The plan tightly connect the employee’s career development and salary administrated system, thus can sufficient space for employee’s development. Last, the paper provides the protective measures for improvement of plan in organization, expanding strategy, obstacles in implementing, implementation strategy. Key words: China Telecom Hunan branch; technician; Compensation management; Compensation system; Job evaluation中国电信湖南分公司维护人员薪酬方案研究 IV 目 录 学位论文原创性声明和学位论文版权使用授权书 .................................................. I 摘要 ..................................................................................................................... II Abstract.................................................................................................................. III 插图索引.................................................................................................................VI 附表索引............................................................................................................... VII 第 1 章 绪 论 .........................................................................................................1 1.1 研究背景与意义 ......................................................................................... 1 1.1.1 研究背景 ............................................................................................. 1 1.1.2 研究意义 ............................................................................................. 3 1.2 理论基础及文献综述 ................................................................................. 4 1.2.1 薪酬 .................................................................................................... 4 1.2.2 薪酬理论 ............................................................................................. 5 1.2.3 激励理论 ............................................................................................. 7 1.2.4 薪酬管理的发展趋势 .......................................................................... 9 1.3 研究内容与方法 ....................................................................................... 10 1.3.1 研究内容 ........................................................................................... 10 1.3.2 研究方法 ........................................................................................... 11 第 2 章 中国电信湖南分公司维护人员薪酬管理现状分析 ...................................12 2.1 中国电信湖南分公司概况 ........................................................................ 12 2.1.1 中国电信发展概况............................................................................ 12 2.1.2 湖南分公司概况 ............................................................................... 13 2.2 公司维护人员薪酬水平与结构分析 ......................................................... 18 2.2.1 薪酬水平分析 ................................................................................... 18 2.2.2 薪酬结构分析 ................................................................................... 21 2.3 公司维护人员薪酬结构的问题与原因分析 ............................................. 24 2.3.1 维护人员薪酬满意度调查 ................................................................ 24 2.3.2 维护人员薪酬结构存在的问题 ......................................................... 27 2.3.3 维护人员薪酬结构存在问题的原因分析 ......................................... 29 第 3 章 中国电信湖南分公司维护人员薪酬方案设计...........................................31 3.1 维护人员薪酬方案设计的指导思想与原则 ............................................. 31 3.1.1 指导思想 ........................................................................................... 31工商管理硕士学位论文 V 3.1.2 设计原则 ........................................................................................... 32 3.2 维护人员薪酬策略选择与薪酬水平确定 ................................................. 34 3.2.1 薪酬策略选择 ................................................................................... 34 3.2.2 薪酬水平确定 ................................................................................... 36 3.3 维护人员薪酬结构设计 ............................................................................ 38 3.3.1 薪酬结构的因素分析 ........................................................................ 38 3.3.2 薪酬结构的内容安排 ........................................................................ 39 3.4 维护人员薪酬方案的内容构成 ................................................................ 41 3.4.1 岗位工资 ............................................................................................ 41 3.4.2 绩效工资 ............................................................................................ 43 3.4.3 奖金 ................................................................................................... 44 第 4 章 中国电信湖南分公司维护人员薪酬方案的实施.......................................46 4.1 公司维护人员薪酬方案的实施流程 ......................................................... 46 4.1.1 先行试点 ........................................................................................... 46 4.1.2 全面推广 ........................................................................................... 47 4.2 公司维护人员薪酬方案实施障碍与对策 ................................................. 49 4.2.1 方案实施的障碍 ............................................................................... 49 4.2.2 克服障碍的对策 ............................................................................... 50 4.3 公司维护人员薪酬方案实施效果评价 ..................................................... 51 结 论 ....................................................................................................................52