中文摘要
近年来,随着全球经济一体化、扁平化的发展,企业面临越来越激烈的竞争,
为了应对这种变化,引发了一系列深刻的组织机构变革。大量的企业幵始缩减层
级,优化组织结构,对员工的要求也越来越高。企业如何留住并吸引优秀的人才,
成为如今企业人力资源管理中一项非常重要的工作。企业需要通过有效地薪酬体
系来激励员工,塑造员工的工作态度,从而帮助企业实现公司战略目标。

薪酬管理作为人力资源管理的重要组成部分,是最重要也是最直接激励员工
的方式,合理的薪酬体系制度可以激励员工极大地提高工作效率。然而,薪酬也
是企业主要的经营成本之一,不恰当的薪酬体系不仅会影响员工的积极性和稳定
性,还会对企业造成极大的财务负担。本文研究对象东升教育集团是一家优秀的
民营教育机构,经过近十年的经营,己经具备了较大规模。但公司在快速发展的
同时,忽略了薪酬体系的改进和完善,从而导致了人冰流失、员工积极性不高、
消极怠工等一系列的问题,极大的影响了公司的品牌形象和发展进度。

本文针对东升教育集团面临的问题,通过对薪酬管理基本理论和基本原则的
学习和研究,参考国内外关于薪酬管理的先进经验和制定思路,结合东升公司具
体情况,深入公司各层进行分析调研,找出问题症结所在,并结合公司的现状以
及公司的发展战略规划,对公司的薪酬体系进行改进研究,并在原存的基础上,
针对不同性质的岗位设立不同的计酬标准,打破以前一锅端的模式,还设立一系
列保障措施以确保改进方案的有效实施。

本文希望通过对东升教育集团薪酬问题的分析与研究,能对其解决公司薪酬
问题有所帮助,同时,也希望对我国民营中小企业在成长发展过程中遇到相类似
的问题时有所启发。

关键词:薪酬管理薪酬体系职位评价薪酬制度设计
MBA学位论义
东幵教會史団薪_沐系改111方案设汁
ABSTRACT
At present the development feature of higher education and in our country with the rapid
development of the national economy and social undertakings, our private enterprises is a
transition from elite education to mass education. Meanwhile, with the thorough implementation
of Law of the People's Republic of China on Promotion of Privately-run Schools, and the private
colleges and universities have become the important component of the higher education. But with
the reduction in the number of students of higher education,and the competition among the
colleges and universities will be getting more and more intense. For the private colleges and
universities, to have the outstanding teachers is the key for them to gain an upper hand in the
competition.
Therefore, building a fair reasonable salary system is an important means of gaining excellent
teachers.
Taking the private college for instance, the paper analyzes the problems in the current
compensation system and works out the improvement program so as to play a reference role in the
compensation system reform of the H private College and other private colleges.
First, the paper briefly introduces the background of the H private College. Then, point out
the present state of the present salary system: the imperfection of the system, the unreasonable
structure, its lack in internal fairness and external competition. And, analyze the causes.
Next, the paper reorganizes the premise of the improvement of the compensation
Key words: Compensation management, Compensation system, Compensation system design