随着经济的不断发展，企业之间的竞争也日益强烈，企业之间的竞争已经不单纯是 产品和市场的竞争，也是人才与人才之间的竞争。人力资源作为一种特殊的较有价值的 资源，已逐渐成为现代企业最为核心的竞争要素，而员工的薪酬体系建设也越来越受到 企业的高度重视。员工为企业创造的价值并不完全取决于其所拥有的能力，而更多地也 取决于其个人意愿努力的程度和能力。所以，研究如何建立有效的薪酬体系，使员工更 加积极地为企业贡献其技能，努力保证与组织协同发展显然是十分必要的。 YM 沈阳分公司是一家照明业务销售与安装服务的公司，主要业务为照明灯具、照 明电器、LED 产品、太阳能照明系统、景观亮化控制系统、照明成套工程的设计、安装、 调试，以及照明设备出售与照明相关产品销售和服务。伴随公司经营规模的持续发展变 大，需要人资部门同其它各部门的员工一起来实现经营上的盈利，这就需要公司对全体 员工实行有效科学的薪酬体系，以此来解决公司员工在薪酬体系当中存有的问题，进而 提高员工的工作的积极性。 本文通过 YM 沈阳分公司员工薪酬体系现状进行分析，对目前 YM 沈阳分公司在员 工薪酬体系方面存在的问题进行剖析，通过结合员工薪酬体系相关理论与案例分析，发 现 YM 沈阳分公司在员工薪酬体系上存在薪酬水平不具竞争性、薪酬设置缺乏内部公平 性、对员工薪酬的需求不够重视，需要针对 YM 沈阳分公司员工薪酬体系存在的问题制 定出解决对策，通过对 YM 沈阳分公司员工薪酬体系问题成因进行分析，制定出 YM 沈 阳分公司员工薪酬体系的对策，包括制定具有吸引力的薪酬激励制度、制定科学的绩效 薪酬制度、加强非物质薪酬激励方式、提高对员工薪酬体系建设的意识，以此帮助 YM 沈阳分公司提高员工薪酬体系水平。 关键词，薪酬体系；照明业务；薪酬水平- II - Research on Employee Ompensation System Optimization of YM Shenyang Branch Abstract With the continuous development of economy, competition among enterprises is also increasing, competition between enterprises is no longer just product and market competition, it is also the competition between talents and talents. Human resources as a special more valuable resource, it has gradually become the core competitive factor of modern enterprises, and employee compensation system management is also more and more attention by the enterprise. Employees' value for the enterprise does not depend entirely on their abilities, it depends more on the degree and ability of the individual's willingness to work hard. Therefore, how to establish an effective compensation system mechanismis studied, make employees more active in contributing their skills to the enterprise, efforts to ensure coordinated development with organizations are clearly necessary. YM Shenyang Branch is a lighting sales and installation service company, the main business is the design, installation and debugging of lighting fixtures, lighting appliances, LED products, solar lighting systems, landscape lighting control systems and lighting complete projects, and lighting equipment sales and lighting related products sales and services. With the continuous growth of the company's business scale, the company's human resources department is required to work with other employees to achieve operation and profitability, this requires YM Shenyang Branch to encourage employees scientifically and effectively, to solve the problems existing in employee motivation, thus to the staff's work enthusiasm plays the effective mobilization. This thesis analyzes the current situation of employee motivation of YM Shenyang Branch, the problems existing in employee motivation of YM Shenyang Branch are analyzed, through the combination of employee motivation theory and case analysis, it is found that YM Shenyang Branch does not have a competitive salary level, lacks internal fairness in salary setting, and does not pay enough attention to the needs of employees. It is necessary to formulate solutions to the problems existing in employee motivation of YM Shenyang Branch, through the analysis of the causes of employee compensation system problems in YM Shenyang Branch, formulate the staff compensation system Countermeasures of YM Shenyang Branch, including formulating attractive salary compensation system system, formulating scientific performance appraisal compensation system system, strengthening non-salary- III - compensation system methods, and improving the awareness of staff compensation system, in order to help YM Shenyang Branch improve staff compensation system level. Key Words，Compensation system; Lighting business; Pay levels- IV - 目 录 摘要.............................................................................................................................I Abstract............................................................................................................................. II 1 绪论..............................................................................................................................1 1.1 研究背景...........................................................................................................1 1.2 研究目的与意义...............................................................................................2 1.3 研究内容与方法...............................................................................................2 1.3.1 研究内容................................................................................................2 1.3.2 研究方法................................................................................................3 1.4 研究思路及技术路线图...................................................................................3 2 理论基础与文献综述..................................................................................................5 2.1 理论基础...........................................................................................................5 2.1.1 薪酬........................................................................................................5 2.1.2 薪酬体系................................................................................................6 2.1.3 薪酬激励理论........................................................................................7 2.1.4 薪酬体系设计的原则............................................................................9 2.2 研究综述.........................................................................................................10 3 YM 沈阳分公司员工薪酬体系现状和存在的问题分析...........................................11 3.1 公司简介.........................................................................................................11 3.2 员工薪酬体系现状.........................................................................................12 3.2.1 人力资源状况......................................................................................12 3.2.2 员工薪酬体系情况..............................................................................13 3.2.3 员工薪酬满意度调查..........................................................................15 3.3 存在的问题.....................................................................................................16 3.3.1 薪酬水平不具竞争性..........................................................................16 3.3.2 薪酬设置缺乏内部公平性..................................................................17 3.3.3 员工薪酬激励方式单一......................................................................19 3.4 问题产生的原因.............................................................................................20 3.4.1 薪酬激励水平不具吸引力..................................................................20 3.4.2 绩效薪酬制定不够科学......................................................................21 3.4.3 缺乏非物质薪酬激励手段..................................................................22 3.4.4 公司对员工薪酬体系建设意识不强..................................................23- V - 4 YM 沈阳分公司员工薪酬体系优化对策...................................................................24 4.1 制定具有吸引力的薪酬激励制度.................................................................24 4.1.1 细化薪酬激励内容..............................................................................24 4.1.2 制定薪酬水平调整制度......................................................................28 4.2 制定完善的绩效薪酬体系.............................................................................29 4.2.1 绩效薪酬激励内容的制定..................................................................29 4.2.2 职能序列绩效薪酬指标制定..............................................................30 4.2.3 工程技术序列绩效薪酬指标制定......................................................31 4.2.4 营销序列绩效薪酬指标制定..............................................................33 4.3 加强非物质薪酬方式.....................................................................................35 4.3.1 培训......................................................................................................35 4.3.2 职业发展..............................................................................................37 4.3.3 职务晋升..............................................................................................37 4.4 提高对员工薪酬体系建设的意识.................................................................38 结 论..........................................................................................................................40