对企业而言，薪酬是一把双刃剑，适当运用可以给人才带来激励和吸引， 并显著提升企业的竞争力与实力，不适当的运用则会造成企业出现危机状况。 毋庸置疑，建立健全科学合理的薪酬管理系统，可以促使企业更好的发展，所 以要想在市场竞争如此激烈的市场中占据一定的地位，需要结合发展的具体情 况，对薪酬制度不断的进行完善与调整，吸引人才、留住人才、充分调动员工 的工作积极性，这已成为企业面临的重要课题。 当前在我国检测市场当中的检测机构主要有国有、外资以及民营，其中国 有检测机构主要负责强制性法检业务，而其他机构则是负责市场委托业务。ZJ 公司是一家国有检测机构，人员机构长期以来实施老的事业单位管理模式，公 司为抢占市场一直重视业务发展而忽视了人力资源科学管理，因为薪酬管理方 案缺乏灵活性，在同国际知名检测公司竞争时，整体依旧不占优势，导致关键 人才和核心技术人员有外流趋势。 在本文当中具体是以 ZJ 公司为例，针对薪酬管理方案优化设计问题进行研 究分析，主要内容共分五个章节：第一章主要是针对本文的研究意义与背景进 行了介绍，进行国内外相关研究现状综述，提出研究方法；第二章针对薪酬管 理的相关概念与理论做出概述；第三章主要是介绍 ZJ 公司当前的具体情况以及 薪酬管理过程中存在的问题；第四章是针对 ZJ 公司薪酬管理方案做出了优化设 计，明确提出总体思路，确定设立流程，并针对实施保障问题做出了分析；第 五章总结全文，展望未来。在研究过程当中应用的研究方法包括文献分析法、 归纳总结法以及实地访谈法。所得出的结论是合理的报酬会带来更高的满意度， 与之俱来的还有较低的离职率。ZJ 公司当前需要建立完善的薪酬管理方案，对 内部具备一定的公平性，对外部具有一定吸引力，为员工提供有竞争力的薪酬， 改善公司栓心留人和吸引人才的核心竞争力，使成本降低的同时还可以激励员 工的积极性，进而确保公司在目前激烈的市场竞争中持续高速发展。 关键词：ZJ 公司， 薪酬管理方案， 优化设计， 薪酬策略II Optimization design of pay management scheme of ZJ company Abstract For enterprises, compensation is a double-edged sword. The appropriate use of it can attract and motivate talents, and effectively improve the competitiveness and strength of enterprises. The inappropriate use of it may bring crisis to enterprises. Undoubtedly, establishing a sound and scientific compensation management system can promote better development of enterprises. Therefore, in order to occupy a certain position in the market where competition is so fierce, it is necessary to constantly improve and adjust the compensation system to attract talents, retain talents, and fully mobilize the enthusiasm of employees according to the specific conditions of development. This has become an important issue for enterprises. At present there are state-owned, foreign-funded and privately-owned testing agencies in China's testing market. Among them, state-owned testing agencies are mainly responsible for compulsory inspection services of various ministries and commissions, while other agencies are responsible for business other than compulsory inspections. ZJ Company is a state-owned testing agency and has implemented the old management mode of public institutions for a long time. The company’s leaders have always paid more attention to the development of the business to occupy the market and neglected the scientific management of human resources. Due to the inflexible compensation mechanism, in competition with internationally famous testing agencies, ZJ Company is at a disadvantage and leads to the trend of outflow of key talents and core technicians. In this article, ZJ company is taken as an example to conduct research and analysis on the optimization design of compensation management scheme. It explains the current status of the ZJ human resource compensation management, and optimize the ZJ company's compensation management scheme. The research methods used in the research process include literature analysis, induction summarization, and field interviews. The conclusion is that reasonable compensation will lead to higher satisfaction and a lower turnover rate. ZJ currently needs to establish a sound compensation management scheme, which is internally fair and externally attractive. It provides employees with competitive salary and promotes the core competitiveness of retaining and attracting talents. It can motivate staff enthusiasm while reducing costs and ensure ZJ company a sustainable and high-speed development in the current fierce market competition. Keywords: ZJ company, compensation management plan, optimization design, compensation strategyIII 目录 1 绪论 ...........................................................................................................................................1 1.1 选题背景 ......................................................................................................................1 1.2 研究意义 ......................................................................................................................2 1.3 国内外研究现状 ........................................................................................................3 1.3.1 国内研究现状 .................................................................................................3 1.3.2 国外研究现状 .................................................................................................4 1.4 研究方法及报告框架 ................................................................................................5 1.4.1 研究方法 ............................................................................................................5 1.4.2 报告框架 ............................................................................................................6 2 相关概念及理论阐释 ..........................................................................................................7 2.1 相关概念界定 .............................................................................................................7 2.1.1 薪酬 ....................................................................................................................7 2.1.2 薪酬管理 ...........................................................................................................7 2.1.3 宽带薪酬 ...........................................................................................................7 2.1.4 薪酬设计基本流程 ........................................................................................8 2.2 相关理论综述 ...........................................................................................................10 2.2.1 激励理论 .........................................................................................................10 2.2.2 利润分享理论 ...............................................................................................12 3 ZJ 公司的薪酬管理问题 ...................................................................................................13 3.1 ZJ 公司概况 ...............................................................................................................13 3.2 ZJ 公司薪酬管理现状分析 ...................................................................................14 3.2.1 ZJ 公司现行薪酬构成 .................................................................................14 3.2.2 现行薪酬影响 ...............................................................................................16 3.2.3 现行薪酬满意度调查 .................................................................................18 3.2.4 ZJ 公司薪酬问题分析 .................................................................................20 3.2.5 薪酬优化方向 ...............................................................................................22 4 ZJ 公司薪酬管理方案优化 ..............................................................................................23IV 4.1 薪酬管理方案优化设计目标、思路与原则 ................................................. 23 4.1.1 设计目标 ........................................................................................................ 23 4.1.2 总体思路 ........................................................................................................ 23 4.1.3 基本原则 ........................................................................................................ 23 4.2 薪酬管理方案优化设计流程 .............................................................................. 25 4.2.1 制定薪酬策略 ............................................................................................. 25 4.2.2 工作分析与岗位评价 ................................................................................. 26 4.2.3 市场薪酬调查 ............................................................................................. 30 4.2.4 薪资结构设计 ............................................................................................... 33 4.2.5 薪酬调整 ....................................................................................................... 40 4.3 薪酬管理方案的实施 ............................................................................................ 41 5 结论 ........................................................................................................................................ 44 5.1 薪酬优化方案实施保障措施 .............................................................................. 44 5.2 研究结论及展望 ..................................................................................................... 45