FW 集团冲压件分公司冲压科工人职员工薪酬方案研究 十三五期间，汽车零部件产业发展呈现八大趋势。其中，降本趋势、中性化趋势 直接对零部件企业运营及下一步发展提出更高要求。随着整车厂严格实施年降政策、 推迟供应商付款并强化对供应商的成本结构分析能力，未来零部件企业的成本竞争力 将日趋重要。 薪酬，作为人力资源管理的一个重要工具，如果得到合理的使用，会激发起员工 高涨的工作热情，并且实现人力资源成本合理化的目的，进而有利于与企业改善人工 成本，取得更好的经济效益。 本文以 FW 集团冲压件分公司冲压科工人职员工为研究对象，对其薪酬体系现状 进行研究。本文主要采用文献法、问卷调查法、理论与实践相结合等方法。通过阅读 大量的文献资料，认真收集和整理相关信息和资料，并对科内员工展开全面调研，通 过对工人职员工的调查问卷及公司相关领导访谈，进行全方面的需求调研与问题把握， 来获取最终报告的原始资料和信息。然后，本文通过研究分析，梳理出现行薪酬体系 所存在的结构性问题、绩效评价体系的问题、模式问题以及战略性问题。并结合薪酬 相关理论进行了薪酬体系优化方案的设计。通过岗位梳理、岗位分析导出岗位说明书， 再以岗位说明书为基础进行薪酬等级设计。之后，通过绩效评价体系的完善，以及薪 酬结构的调整，最终实现薪酬体系优化。使之更好的激发员工的工作热情。最后，就 从组织保障、制度保障、企业文化保障三个方面如何保证薪酬体系优化方案的实施进 行了分析。 通过薪酬体系优化方案的实施，能够消除现有薪酬结构下所存在的一些问题。从 而提升员工的薪酬满意度，同时促进薪酬激励作用的发挥，进而实现对企业发展的战 略支撑。另外，为其它汽车零部件企业薪酬体系优化提供参考。 关键词： 薪酬体系优化，岗位绩效制，工人职员工III Abstract Research on the Salary Scheme of Stamping Parts Branch of FW Group During the 13th five-year period, the auto parts industry developed eight trends. Among them, the trend of the decrease of the trend and the trend of neutralization directly put forward the higher requirements for the operation of the parts enterprise and the next development. The cost competitiveness of the component enterprises will become more and more important in the future, as the vehicle factory strictly implements the annual health policy, delays suppliers' payment and strengthens the analysis capability of the cost structure of suppliers. Salary, as an important tool in human resource management, is reasonable and can motivate employees to work with enthusiasm. Meanwhile, it can also achieve the purpose of rationalization of human cost of enterprises, which will help to improve the cost of enterprises and achieve good economic benefits. In this paper, the employees of stamping parts of FW group are studied and the status of compensation system is studied. This paper mainly combines literature reading method, investigation method, theory and practice. By reading lots of literature, collect and organize related information and data, and employees within the department a full investigation, through the questionnaire of workers all employees and the company leaders interviews, and problems in all aspects of requirements, raw data and information to get the final papers. Then, this paper analyzes the structural problems, the improvement of performance evaluation system, the model problem and the strategic issues. Based on the compensation theory, the design of the compensation system optimization scheme is carried out. Through the post carding, job analysis and export job description, based on the job description, pay grade design. After that, through the improvement of the performance evaluation system and the adjustment of salary structure, the compensation system optimization is finally realized. Make it better to motivate employees. Finally, how to guarantee the implementation of the compensation system optimization plan from the three aspects of organizational guarantee, institutional guarantee and enterprise culture guarantee. Through the implementation of the compensation system optimization scheme, some problems existing in the existing compensation structure can be eliminated. In this way, we can improve the employee's salary satisfaction and promote the performance ofIV compensation incentive, thus realizing the strategic support for enterprise development. In addition, it provides reference for the optimization of compensation system of other auto parts companies. Keywords: Compensation system optimization, Job performance, WorkersV 目 录 第 1 章 绪论......................................................................................................1 1.1 研究背景..................................................................................................1 1.2 研究目的..................................................................................................2 1.3 研究意义..................................................................................................3 1.4 研究内容及报告框架..............................................................................5 1.4.1 主要研究内容....................................................................................5 1.4.2 报告框架............................................................................................6 第 2 章 相关理论概述......................................................................................8 2.1 薪酬的涵义..............................................................................................8 2.1.1 薪酬的概念........................................................................................8 2.1.2 薪酬的本质与构成............................................................................8 2.1.3 薪酬的分类与作用..........................................................................10 2.2 工资决定理论........................................................................................13 2.2.1 马克思主义工资理论......................................................................13 2.2.2 古典经济学工资理论......................................................................13 2.2.3 现代西方经济学工资理论..............................................................14 2.3 激励理论................................................................................................15 2.4 薪酬模式理论........................................................................................17 2.4.1 薪酬设计的基本模式......................................................................17 2.4.2 薪酬设计的组合模式......................................................................19 第 3 章 FW 集团冲压件分公司冲压科工人职员工薪酬现状 ....................22 3.1 分公司冲压科及相关员工概况............................................................22 3.1.1 分公司冲压科概况..........................................................................22VI 3.1.2 分公司冲压科相关员工概况 .........................................................23 3.2 分公司冲压科工人职员工薪酬满意度调研 .......................................25 3.2.1 调研问卷设计..................................................................................25 3.2.2 调研问卷的发放与回收 .................................................................26 3.2.3 调研问卷的数据统计 .....................................................................27 3.2.4 调研问卷的调研结论 .....................................................................31 3.3 分公司相关领导访谈调研 ...................................................................33 3.3.1 访谈调研目标与目的 .....................................................................33 3.3.2 访谈调研内容..................................................................................34 3.3.3 访谈调研结论..................................................................................34 3.4 分公司冲压科工人职员工薪酬现状问题梳理 ...................................35 3.4.1 薪酬体系的战略性问题 .................................................................36 3.4.2 薪酬体系的模式问题 .....................................................................37 3.4.3 薪酬体系的结构性问题 .................................................................38 3.4.4 薪酬体系中绩效评价体系的完善问题 .........................................39 3.5 分公司冲压科工人职员工薪酬优化的必要性 ...................................40 3.5.1 集团公司的战略方针 .....................................................................40 3.5.2 集团下属平级单位的薪酬优化实践 .............................................40 3.5.3 冲压科的实际需求 .........................................................................41 第 4 章 FW 集团冲压件分公司冲压科工人职员工薪酬方案优化设计....43 4.1 薪酬方案优化目标................................................................................43 4.2 薪酬方案优化原则................................................................................43 4.3 薪酬方案优化步骤................................................................................45 4.4 薪酬方案优化内容................................................................................46 4.4.1 冲压科岗位梳理..............................................................................46VII 4.4.2 冲压科岗位分析..............................................................................48 4.4.3 冲压科薪酬等级设计......................................................................49 4.4.4 冲压科绩效评价体系完善..............................................................50 4.4.5 冲压科薪酬构成优化......................................................................51 4.5 FW 集团冲压件分公司冲压科工人职员工薪酬方案优化的预期效果 .........................................................................................................................52 4.5.1 分公司冲压科方面的预期效果......................................................52 4.5.2 冲压科工人职员工方面的预期效果 .............................................53 第 5 章 FW 集团冲压件分公司冲压科工人职员工薪酬方案优化实施的保 障措施................................................................................................................54 5.1 薪酬方案优化实施的组织保障............................................................54 5.1.1 公司薪酬体系优化委员会支持......................................................54 5.1.2 成立冲压科薪酬优化课题小组......................................................54 5.1.3 员工参与薪酬体系优化过程..........................................................54 5.2 薪酬方案优化实施的制度保障............................................................55 5.2.1 建立薪酬信息沟通渠道..................................................................55 5.2.2 制定明确的岗位调整、晋升机制 .................................................55 5.2.3 系统开展员工绩效评价..................................................................56 5.3 薪酬方案优化实施的企业文化保障 ...................................................56 5.3.1 薪酬优化氛围营造..........................................................................56 5.3.2 薪酬优化知识培训..........................................................................57 第 6 章 结论与展望........................................................................................58 6.1 结论........................................................................................................58 6.2 研究展望................................................................................................58