I 摘要 人是企业一切管理行为的核心，也是企业最宝贵的资源。科技的快速发展、市场的 激烈竞争对企业管理形成了巨大的考验。在这样的环境下，企业能够从容应对并最终实 现有序、健康发展的基础在于员工队伍的稳定，而合理的报酬则是确保核心员工稳定的 关键。薪酬作为联结企业与员工关系的纽带，不仅关系到员工的切身利益，还关系到企 业的人才竞争力，更关系到企业战略的成败与否。设计一个对外具备竞争力、对内保持 公平性，对员工具有激励性、对企业可以有效控制成本的科学、合理的薪酬体系，有助 于提高企业员工薪酬满意度，有助于企业留住人才、激励人才和吸引人才，有助于实现 员工行为与组织意图相统一，是企业在复杂多变的市场环境下生存、发展和壮大的重要 保障。 本文以振兴船舶公司为研究对象，通过对薪酬体系相关文献和理论的梳理、归类， 形成本文的研究思路。在实际研究过程中，采用个别访谈、问卷调查和数据分析等方法， 收集和整理振兴公司薪酬体系实施的基本数据，发现企业存在薪酬水平缺乏竞争力、薪 酬公平性不足、薪酬结构设计不合理、薪酬激励效应不明显等问题。在对问题进行原因 分析后，制定了振兴公司薪酬体系优化的目标、原则以及须采用的薪酬策略，在逐个细 化工作岗位说明的基础上，以量化方式对公司各类岗位价值进行评估，并依据评估结果 确定各岗位对应的薪酬水平。同时，按照公司人员类别对薪酬结构分别进行调整，形成 优化方案。为确保优化后的薪酬体系能够顺利实施，本文分别从健全组织机构、完善绩 效考核机制、控制薪酬预算以及畅通宣传沟通渠道等方面提出了意见建议。 本文通过理论研究与实践应用相结合，对振兴公司薪酬体系进行了较为系统的优 化，形成的优化方案有助于指导公司今后开展薪酬体系的改革，帮助公司进一步提升薪 酬管理水平，切实解决目前存在的员工薪酬矛盾以及人才短缺问题。同时也为同类中小 型企业薪酬体系优化提供一定的借鉴。 关键词：振兴公司；薪酬体系;优化设计 Abstract II Abstract Humanisthecoreofallmanagementbehaviorandthemostpreciousresourceofan enterprise.Therapiddevelopmentofscienceandtechnologyandthefiercecompetitioninthe markethaveformedagreattesttothemanagementofenterprises.Insuchanenvironment,the foundationoftheenterprisetodealwithitcalmlyandrealizetheorderlyandhealthy developmentisthestabilityofthestaff,andthereasonablecompensationisthekeytoensure thestabilityofthecorestaff.Asalinkbetweenenterprisesandemployees,compensationis notonlyrelatedtotheimmediateinterestsofemployees,butalsorelatedtothe competitivenessoftalent,morerelatedtothesuccessorfailureofenterprisestrategy. Designingascientificandreasonablecompensationsystemthatiscompetitivetotheoutside, fairtotheinside,encouragingtotheemployees,andeffectiveincontrollingthecostofthe enterprisewillhelptoimprovethesatisfactionoftheemployeecompensation,itishelpfulfor enterprisestoretain,motivateandattracttalents,torealizetheunityofemployeebehavior andorganizationalintention,andtoensureenterprisestosurvive,developandgrowinthe complexandchangeablemarketenvironment. Inthispaper,therevitalizationoftheShippingCompanyastheobjectofstudy,through thecompensationsystemrelatedliteratureandtheoryofcombing,classification,the formationofthispaper'sresearchideas.Inthecourseoftheactualresearch,individual interview,questionnairesurveyanddataanalysisareusedtocollectandsortoutthecurrent dataoftheimplementationofthecompany'ssalarysystem,itisfoundthattherearesome problemsintheenterprise,suchasthelackofcompetitivenessofsalarylevel,thelackof fairnessofsalary,theunreasonabledesignofsalarystructureandtheinconspicuousincentive effectofsalary.Afteranalyzingthecausesoftheproblems,theauthorhasformulatedthe objectives,principlesandcompensationstrategiestobeadoptedforrevitalizingthe company'scompensationsystem.Onthebasisofdetailedjobdescriptions,thecompany evaluatesthevalueofvariouspostsinaquantitativeway,anddeterminesthecorresponding salarylevelofeachpostaccordingtotheevaluationresults.Atthesametime,accordingto thecompany'spersonnelcategory,thesalarystructurewasadjustedtoformanoptimization program.Inordertoensurethesmoothimplementationoftheoptimizedsalarysystem,this paperputsforwardopinionsandsuggestionsfromtheaspectsofperfectingtheorganization, perfectingtheperformanceappraisalmechanism,controllingthesalarybudgetand unblockingthecommunicationchannel,etc. Abstract III Throughthecombinationoftheoreticalresearchandpracticalapplication,thispaper systematicallyoptimizesthesalarysystemoftheRevitalizationCompany,andtheoptimized schemeishelpfultoguidethereformofthesalarysystemoftheenterpriseinthefuture,to helpthecompanytofurtherimprovethelevelofcompensationmanagement,effectivelysolve theexistingcontradictionsinemployeecompensationandtalentshortage.Atthesametime,it alsoprovidesareferenceforthesamekindofsmallandmediumenterprisescompensation systemoptimization. KeyWords:Zhenxingcompany;Compensationsystem;Optimizationdesign 目录 IV 目录 第1章绪论.............................................................................................................................1 1.1研究背景和意义.........................................................................................................1 1.1.1研究背景...........................................................................................................1 1.1.2研究意义...........................................................................................................2 1.2国内外研究现状.........................................................................................................2 1.2.1国外研究现状...................................................................................................2 1.2.2国内研究现状...................................................................................................3 1.2.3国内外研究述评...............................................................................................5 1.3研究思路、内容和方法.............................................................................................5 1.3.1研究思路与内容...............................................................................................5 1.3.2研究方法...........................................................................................................6 1.3.3技术路线图.......................................................................................................6 1.4创新点和特色.............................................................................................................7 第2章相关概念与理论基础.................................................................................................8 2.1薪酬相关概念.............................................................................................................8 2.1.1薪酬的概念.......................................................................................................8 2.1.2薪酬的功能.......................................................................................................9 2.1.3薪酬体系的含义.............................................................................................10 2.2理论基础...................................................................................................................11 2.2.1公平理论.........................................................................................................11 2.2.2全面薪酬理论.................................................................................................11 2.2.3宽带薪酬理论.................................................................................................11 2.2.4利润分享理论.................................................................................................12 第3章振兴公司薪酬体系现状分析...................................................................................13 3.1振兴公司基本情况...................................................................................................13 3.1.1公司简介.........................................................................................................13 3.1.2组织架构.........................................................................................................13 3.1.3公司人力资源现状.........................................................................................14 3.2振兴公司薪酬体系基本情况..............................