国有企业在我国国民经济中所占比重较大，是我国国民经济的重要支柱之一， 在市场竞争激烈的大环境下，如何激发国有企业的活力，增强国有企业的实力，对 我国经济发展具有重大意义。而中层管理者作为企业的中坚和骨干力量，他们承担 着企业战略执行、基层员工与决策层之间的上传下达任务，他们在企业中既承上启 下，又独当一面。因此，如何设计更加优化的中层管理者薪酬管理制度，建立有效 的薪酬激励机制，对提高企业凝聚力，促进企业发展，起着至关重要的作用。 本文研究的是 BZ 市市属国有企业 GJ 公司中层管理者薪酬管理存在的问题和优 化方案。本文主要以马斯洛需要层次理论、公平理论为理论支撑，运用了文献研究 法、访谈法、问卷调查法等研究方法，通过对 GJ 公司中层管理者需求特点和现行 的薪酬管理制度进行分析，总结出 GJ 公司在中层管理者薪酬设计和薪酬日常管理 中存在的主要问题，并针对存在的问题结合相关理论，提出适合 GJ 公司实际情况 并且操作性强的薪酬管理优化方案，同时，为实现更好的效果，提出包括非货币报 酬在内的配套措施。希望本文的研究结论对 GJ 公司日后的薪酬管理设计能起到一 定的参考作用，也希望能给在薪酬管理方面存在类似 GJ 公司问题的企业提供启示 和帮助。 关键词：薪酬管理；非货币报酬；优化方案I ABSTRACT State-owned enterprises occupy a larger proportion in China's national economy and are one of the important pillars of China's national economy. Under the fierce market competition, how to stimulate the vitality of state-owned enterprises and strengthen the strength of state-owned enterprises are of great significance to China's economic development. The middle managers, as the backbone and backbone of the company, are responsible for the implementation of corporate strategy, communication between the grass-roots employees and the decision-making level. They are both initiating and initiating. Therefore, how to better design middle-level managers' compensation system and establish an effective compensation incentive mechanism plays a crucial role in enhancing corporate cohesion and promoting enterprise development. This paper studies the problems and optimization plans of the middle-level managers' compensation management of the state-owned company GJ in BZ City. This paper mainly supports Maslow's hierarchy of needs and Frum's expectations theory. It uses literature research methods, interviews, questionnaires and other research methods to pass the requirements of the middle managers of GJ companies and the current salary management system. Analysis was conducted to summarize the main problems of GJ's middle management's salary design and daily compensation management. Based on the existing problems and relevant theories, a proposal was made to optimize the actual situation of the GJ company and its highly operational tactics. At the same time, In order to achieve better results, we propose complementary measures including non-monetary compensation and other levels.It is hoped that the research conclusions of this paper can serve as a reference for GJ's future compensation management design. It also hopes to provide inspiration and assistance to companies with similar GJ issues in the area of compensation management. KEYWORDS: Compensation management; Non-monetary compensation; Optimization scheme1 目 录 第一章 绪论 ·········································································1 第一节 研究的背景、目的和意义···························································· 1 一、研究背景 ··················································································· 1 二、研究目的 ··················································································· 1 三、研究意义 ··················································································· 2 第二节 国内外研究综述········································································ 2 一、国内研究综述 ············································································· 2 二、国外研究综述 ············································································· 4 第三节 论文思路、结构和研究方法························································· 7 一、研究思路 ··················································································· 7 二、论文结构 ··················································································· 8 三、论文研究方法 ············································································· 9 第二章 薪酬管理相关理论概述 ··············································· 10 第一节 薪酬管理基本概念概述······························································10 一、薪酬的概念、构成和功能 ·····························································10 二、薪酬管理的概念和目的 ································································12 第二节 薪酬管理基本理论····································································13 一、马斯洛需要层次理论 ···································································13 二、公平理论 ··················································································15 第三章 GJ 公司概况及中层管理者薪酬管理现状 ························· 16 第一节 GJ 公司概况 ···········································································16 一、GJ 公司简介 ··············································································16 二、GJ 公司组织架构 ········································································17 第二节 GJ 公司中层管理者分布和需求特点··············································19 一、GJ 公司中层管理者分布 ·······························································19 二、GJ 公司中层管理者需求特点 ·························································202 三、GJ 公司现行中层管理者薪酬制度··················································· 22 第四章 GJ 公司中层管理者薪酬管理存在的问题和原因分析··········· 25 第一节 GJ 公司中层管理者薪酬管理存在的问题······································· 25 一、GJ 公司中层管理者薪酬满意度调查················································ 25 二、GJ 公司中层管理者薪酬管理存在的问题·········································· 29 第二节 GJ 公司中层管理者薪酬管理存在的问题原因分析 ··························· 30 一、薪酬设计方面存在的问题····························································· 30 二、薪酬日常管理方面存在的问题······················································· 31 第五章 GJ 公司中层管理者薪酬管理优化方案 ···························· 33 第一节 GJ 公司中层管理者薪酬管理优化设计·········································· 33 一、GJ 公司中层管理者薪酬管理优化设计的思路、原则和目标·················· 33 二、GJ 公司中层管理者薪酬管理优化设计方案······································· 34 第二节 GJ 公司中层管理者优化薪酬方案实施的配套措施 ··························· 38 一、注入非货币报酬········································································· 38 二、其他层面的配套措施··································································· 39 第六章 结论 ······································································· 41