以民营测绘企业北京帝测公司为研究对象，通过对帝测公司薪酬体系现状和问题
的分析研究，就北京帝测公司工资的四要素如何科学、合理的设计，如何进行岗位设
计，职称评价，使岗位、职称和薪酬有机结合，从而形成公司内部员工之间的公平性，
使薪酬制度成为激励员工努力工作，创造企业价值，推动企业发展的有力杠杆，为民
营测绘企业在薪酬体系设计上的合理性和科学性提供正确的思路和科学的途径。
[关键字] 北京帝测公司；薪酬设计；激励ABSTRACT
[Abstract ] With the development of Chinese market economy and gradually
improve, more and more enterprises take part in the activities of market economy and
increasingly engage in business activities of the industry. The various components of
economy widely get into the field of economic activities. They have become the important
feature of Chinese economy and society, and will promote the gradual improvement of the
market economy. In the numerous economies of the industry, enterprises and various
components, private enterprises, such as the surveying and mapping of company, prove to
be an essential force in economic activities, and plays the work of exploration and design
so that the basic economic and social construction smoothly operate. Private surveying
enterprises are rising, now. They become a beautiful scenery line, and attracted the more
attention of people, also encourage more private enterprises to join the ranks of the
surveying. This situation results in the fierce competition of surveying industry. In the
competition, the talent has become the key factor in winning the private mapping
enterprise competition. How better attract and retain talent becomes the core issue in the
development of private enterprise of surveying. The establishment of an effective internal
salary system has become an important measure to solve the problems of the development
of private enterprise talent in surveying company.
The private surveying enterprise such as Beijing digsur is the sample of the research
object. Through analyzing the Beijing digsur salary system’s situation and problems,
Beijing digsur designs four elements of the company39;s salary whether it is scientific and
reasonable, how the position is designed, how to evaluate the professional title. The
position, title and salary become fair among the internal staff. The salary system has
become an incentive to work harder, to create business value, to promote the development
of the enterprise, to provide ideas and scientific approach to correct for private enterprise
salary system design of surveying in the rationality and science.
Key words ：Beijing Digsur; Salary design; IncentiveI
目 录
1． 研究的目的与意义 1
1.1、研究的目的...... 1
1.2、研究的意义...... 2
2．国内外研究现状及述评..... 3
2.1、国外研究现状及述评 .. 3
2.2、国内研究现状及述评 .. 4
3．北京帝测公司薪酬设计的现状及问题 ..... 6
3.1、北京帝测公司概述...... 6
3.2、北京帝测公司薪酬设计的现状 .......... 6
3.2.1、北京帝测公司现有薪酬的形成. 6
3.2.2、北京帝测公司现有薪酬设计的内容..... 7
3.3、薪酬设计中存在的问题 .......... 8
3.3.1、现有薪酬体系不便于工作职务调整..... 8
3.3.2、现有薪酬体系促使论资排辈现象产生. 9
3.3.3、现有薪酬体系加速了生产人员的流动. 9
3.3.4、现有薪酬体系缺乏绩效管理制度....... 10
3.3.5、管理人员的薪酬水平与岗位的价值不匹配... 10
3.3.6、现有薪酬体系与企业效益脱节 10
3.3.7、现有薪酬体系没有针对性....... 10
3.3.8、现有薪酬制度缺乏科学合理性11
4．公司薪酬设计的原则....... 13
4.1、薪酬体系与企业战略相结合的原则13
4.2、内部一致性原则........ 14
4.3、外部竞争性原则........ 14
4.4、员工贡献原则 15
4.5、激励性原则.... 15
4.6、管理的可行性原则.... 16
5．公司薪酬设计的方法....... 16
5.1、薪酬调整的目的........ 16
5.2、薪酬设计的一般方法17
5.2.1、薪酬设计流程... 17
5.2.2、战略分析 18
5.2.3、设立职称机构... 21
5.2.4、岗位设计 21
5.2.5、能力设计 23
5.2.6、任职者要求的设计....... 24
5.2.7、绩效的设计....... 26
5.3、新的薪酬体系成果.... 28
5.3.1、岗位工作说明书 28
5.3.2、薪酬结构设计... 31
5.3.3、非货币薪酬及员工福利 33
5.3.4、薪酬再分配....... 33
6、保障措施... 36
6.1、全方位评估.... 36
6.2、更新管理手册 37
6.3、重新定岗........ 38II
6.4、建立学习型组织........ 38
6.5、对新的薪酬体系的评价 ........ 39
6.5.1、新的薪酬体系的优点... 39
6.5.2、尚需进一步完善的问题 40
6.6、员工与公司利益共赢41
7、结束语....... 43
参考文献......... 44
致 谢. 46
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