III 摘要 2010年国家颁布实施《保安服务管理条例》后，允许民营保安公司步入市 场，保安服务企业全面走向市场化。由于保安服务企业的市场环境发生变化，保 安服务企业因原有薪酬制度的不合理导致内部出现诸如：员工工作积极性不强、 流失率较高等问题。JD保安服务公司自1989年成立以来，经过30年的发展， 已成为集人防、技防、押运等为一体的综合性保安服务企业。2016年公司改制 完成后，也面临着上述突出问题。本文的研究成果，为解决JD保安服务公司员 工流失、化解企业内部矛盾，提升企业竞争力等问题提供可行方案。 本文首先采用文献研究方法系统梳理国内外相关研究文献和薪酬体系理论。 其次通过外部的市场调查和内部的问卷调查、高层访谈、员工座谈等方法，摸清 了JD保安服务公司薪酬体系存在着内部公平性欠缺、外部竞争性不足、福利津 贴激励成效不明显、员工发展空间受限、绩效考核效果不佳等五个方面的突出问 题。最后，依据薪酬战略和激励理论，对其薪酬体系有针对的进行了优化。具体 如下：一是应确立与其“打造省内一流保安服务品牌”发展战略相匹配的薪酬战 略，并开展岗位价值评估，建立起符合各个岗位价值的薪酬体系；二是合理选择 各岗位的薪酬策略水平，提升核心岗位的外部竞争力；三是从员工需求出发，完 善薪酬福利政策；四是建立符合员工发展的多轨通道，即将公司薪酬划分为年薪 工资制、管理岗位工资、技术序列制、提成工资制、计时工资制和临时协议工资 制等六类；五是优化绩效考评体系，提升员工士气；最后，通过建立薪酬体系的 实施保障和动态调整机制确保优化后的薪酬体系得以顺利实施。 关 键 词：保安服务公司；薪酬体系；优化 论文类型：应用类 选题来源：其他 Abstract V Abstract In 2010, after the state promulgated and implemented the regulations on the administration of security services, private security companies were allowed to enter the market, and security service enterprises were fully market-oriented. As the market environment of security service enterprises has changed, the unreasonable salary system of security service enterprises has led to internal problems such as low enthusiasm of employees and high turnover rate. Since its establishment in 1989, JD security service company, after 30 years of development, has become a comprehensive security service enterprise integrating civil air defense, technical defense, escort, etc. After the completion of the restructuring in 2016, the company also faces the above outstanding problems. The research results of this paper provide feasible solutions for JD security service company to solve the problems of staff turnover, resolving internal contradictions, and improving the competitiveness of enterprises. First of all, this paper uses literature research methods to systemically sort out the relevant research literature and salary system theory at home and abroad. Secondly, through the external market survey and internal questionnaire survey, high-level interview, employee discussion and other methods, we find out that JD security service company's salary system has five outstanding problems: lack of internal fairness, lack of external competitiveness, not obvious incentive effect of welfare allowance, limited development space of employees, and poor performance evaluation effect. Finally, according to the salary strategy and incentive theory, the salary system is optimized. The details are as follows: first, we should establish a compensation strategy that matches with the development strategy of "building a first-class security service brand in the province", carry out post value evaluation, and establish a compensation system that conforms to the value of each post; second, we should reasonably select the compensation strategy level of each post to improve the external competitiveness of the core post; third, we should improve the compensation and welfare policy based on the needs of employees; Fourth It is to establish a multi track channel in line with the development of employees, that is, the company's salary is divided into six categories: annual salary system, management position salary, technical sequence system, commission salary system, time wage system and temporary agreement salary system; the fifth is to optimize the performance appraisal 河南科技大学硕士学位论文 VI system and improve the morale of employees; the last is to ensure the optimized salary system by establishing the implementation guarantee and dynamic adjustment mechanism of the salary system The Department was successfully implemented. Key Words: Security Service Company；Salary system；Optimization Dissertation type: Application category Subject source: Other 目录 VII 目 录 第一章 绪论 .............................................................................................. 1 第一节 研究背景及研究意义.............................................................................. 1 一、研究背景................................................................................................ 1 二、研究意义................................................................................................ 1 第二节 国内外研究现状...................................................................................... 2 一、国外研究现状........................................................................................ 2 二、国内研究现状........................................................................................ 4 三、研究评述................................................................................................ 5 第三节 研究思路、内容、方法与创新之处...................................................... 5 一、研究思路................................................................................................ 5 二、研究内容................................................................................................ 6 三、研究方法................................................................................................ 6 四、创新之处................................................................................................ 7 第二章 基本概念和相关理论 .................................................................. 9 第一节 概念界定.................................................................................................. 9 一、保安服务相关概念................................................................................ 9 二、薪酬相关概念........................................................................................ 9 第二节 激励理论................................................................................................ 12 一、需求层次理论...................................................................................... 12 二、双因素理论.......................................................................................... 13 三、期望理论.............................................................................................. 14 四、公平理论.............................................................................................. 14 第三章 JD保安公司薪酬体系现状及存在问题 .................................. 17 第一节 JD保安服务公司基本情况 .................................................................. 17 一、JD公司简介 ........................................................................................ 17 二、JD公司人员现状 ................................................................................ 17 三、公司内部薪酬现状.............................................................................. 19 第二节 JD保安服务公司薪酬调查 .................................................................. 21 一、薪酬调查设计...................................................................................... 21 二、调查结果分析...................................................................................... 23 第三节 JD保安服务公司薪酬体系存在的问题 .............................................. 27 一、内部公平性欠缺.................................................................................. 27 二、外部竞争性不足.................................................................................. 28 三、福利津贴激励成效不明显.................................................................. 28 四、员工发展空间受