伴随着我国市场经济体制的逐渐成熟与完善，国有企业各方面改革进程不断加快， 传统的企业管理制度暴露出越来越多的问题，特别是国有企业工资分配制度。国有企 业原有的工资分配制度出现了不符合企业发展、薪酬分配不公、薪酬激励效果欠佳、 职工满意度低等现象，这跟国有企业薪酬体系设计不合理息息相关。薪酬体系设计不 合理将直接导致企业内部职工薪资标准混乱，挫伤职工工作积极性，降低企业人力资 源管理效果，限制企业效率的提升，继而影响企业的经营管理预定目标的达成。2018 年5月13日，国务院印发《关于改革国有企业工资决定机制的意见》对国有企业工资 改革提出了具体要求。 本文聚焦于国有供水企业薪酬体系优化，以福清水务公司为研究案例，分析总结 福清水务公司在薪酬体系设计方面的经验，针对目前国有供水企业薪酬体系存在的问 题，提出具体的优化设计建议。论文研究的目的是探索国有供水企业如何建立起以岗 位价值为基础、以能力为驱动、以绩效为导向的岗能效薪酬体系，提升企业内部薪酬 体系的公平性和激励性，在薪酬总额可控的基础上确保职工的利益，帮助国有供水企 业在新一轮的国企工资改革中优化薪酬体系，促进国有供水企业收入分配更合理、有 序，进而提升企业的效率和综合竞争力。 本文通过文献检索、案例分析、比较研究等方法的应用分析研究国有供水企业的 薪酬体系，结合薪酬激励相关理论和案例企业的经验，针对国有供水企业薪酬体系运 行过程中发现的价值导向不明确、职业发展缺通道、激励效果差等问题，提出国有供 水企业应综合运用岗位价值评估、宽带薪酬结构、薪点薪酬制等薪酬工具对薪酬体系 进行优化的建议。 本文分为五个章节，第一章是绪论部分；第二章对薪酬相关概念理论进行阐述； 第三章从福清水务公司薪酬管理以及薪酬体系现状入手，通过实地考察、数据采集、 人员访谈等方式分析福清水务公司薪酬体系构建方面的经验；第四章提出国有供水企 业薪酬体系优化设计建议；第五章是结论部分，总结研究要点并思考研究的不足，提 出未来研究改进的方向。 关键词：国企工资改革，国有供水企业，薪酬体系优化 II Researchoncompensationsystemoptimaldesignof state-ownedwatersupplyenterpriseunderthe backgroundofSOEwagereforms—Casestudyof FuqingWaterSupplyCompany Abstract WiththegradualmaturityandperfectionofChina'smarketeconomysystem,the reformofthestate-ownedenterpriseshasbeenaccelerating,thetraditionalenterprise managementsystemhasexposedmoreandmoreproblems,especiallythewage distributionsystemofstate-ownedenterprises.Theoriginalwagedistributionsystemof state-ownedenterpriseshasappearedsomephenomena,suchasdonotconformtothe developmentofenterprises,payinequity,poorincentiveeffectandlowsatisfaction,which arecloselyrelatedtotheunreasonabledesignofcompensationsystemofstate-owned enterprises.Theunreasonabledesignofcompensationsystemwilldirectlyleadtothe confusionofcompensationstandardswithintheenterprise,frustratetheenthusiasmof employees,reducetheeffectofhumanresourcesmanagement,limittheimprovementof enterpriseefficiency,andthenaffecttheachievementofbusinessmanagementgoals.On May13,2018,theStateCouncilissued"OpinionsonReformingtheWageDecision MechanismofState-ownedEnterprises"whichputforwardspecificrequirementsforthe wagereformofstate-ownedenterprises. Thispaperfocusesontheoptimizationofcompensationsystemofstate-ownedwater supplyenterprises.TakingFuqingWaterSupplyCompanyasanexample,analysesand summarizestheexperienceofFuqingWaterSupplyCompanyincompensationsystem design,inviewoftheexistingproblemsincompensationsystemofstate-ownedwater supplyenterprises,andputsforwardspecificoptimizationdesignproposals.Thepurpose ofthispaperistohelpstate-ownedwatersupplyenterprisessetupposition-ability-effect compensationsystemwhichisonthebasisofposition-valued,competency-drivenand performance-oriented,toenhancethefairnessandincentiveoftheinternalcompensation system,toensuretheinterestsofemployeesonthebasisoftotalcompensation controllable,helpsstate-ownedwatersupplyenterprisesoptimizetheircompensation systeminthenewroundofwagereformofstate-ownedenterprises,promotesmore rationalandorderlyincomedistributionofstate-ownedwatersupplyenterprises,and furtherimprovestheirefficiencyandcomprehensivecompetitiveness. Thispaperstudiesthecompensationsystemofstate-ownedwatersupplyenterprises III bymeansofliteraturesearch,caseanalysisandcomparativestudy,combiningwith compensationincentivetheoryandtheexperienceofcaseenterprises,aimsatsolvethe problemsfoundintheoperationofcompensationsystemofstate-ownedwatersupply enterprises,suchasunclearvalueorientation,lackofcareerdevelopmentchannelsand poorincentiveeffect,pointsoutthatstate-ownedwatersupplyenterprisesshouldoptimize theircompensationsystembyusingtoolssuchaspositionvalueassessment,broad-banding structureandcompensation-pointmethodcomprehensively. Thisarticleisdividedintofivechapters,thefirstchapteristheintroductionpart;the secondchapterelaboratestherelatedconceptsandtheories;thethirdchapterstartswiththe compensationmanagementandthepresentsituationofthecompensationsystemofFuqing WaterSupplyCompany,throughon-the-spotinvestigation,datacollectionandpersonnel interview,analyzestheexperienceintheconstructionofthecompensationsystemof FuqingWaterSupplyCompany;thefourthchapterputsforwardtheconcreteoptimal designsuggestionsofthestate-ownedwatersupplyenterpriseincompensationsystem;the fifthchapteristheconcludingpart,itsummarizesthemainpointsoftheresearchand considerstheshortcomingsoftheresearch,andputsforwardthedirectionof improvementforfutureresearch. Keywords:SOEwagereforms,State-ownedwatersupply enterprises,compensationsystemoptimization IV 目录 摘要........................................................................................................................................I ABSTRACT..............................................................................................................................II 第一章绪论........................................................................................................................1 1.1选题背景..............................................................................................................1 1.2选题意义..............................................................................................................2 1.3研究综述..............................................................................................................2 1.3.1国外研究综述...........................................................................................2 1.3.2国内研究综述...........................................................................................4 1.4研究内容与方法..................................................................................................6 1.4.1研究内容...................................................................................................6 1.4.2研究方法...................................................................................................6 1.5论文创新点..........................................................................................................6 第二章薪酬相关概念与理论............................................................................................8 2.1薪酬体系的概念..................................................................................................8 2.2岗位价值评估......................................................................................................9 2.3宽带薪酬结构....................................................................................................10 2.4薪点薪酬制........................................................................................................10 2.5薪酬激励相关理论............................................................................................11 2.5.1公平理论.................................................................................................11 2.5.2期望理论.................................................................................................11 2.5.3双因素理论.............................................................................................12 第三章案例企业薪酬体系分析......................................................................................14 3.1案例企业选择....................................................................................................14 3.2案例企业介绍..............