摘 要
伴随着中国市场化进程的加快，劳动力市场也日趋完善，人才作为一种资源要
素，其配置也必须符合市场经济规律要求，人才流动必然会受到“价格”——薪酬
的影响。因此人才向着工资水平高的地区、企业流动就成为普遍现象。从这个意义
上讲，企业能否吸引和留住人才，企业的薪酬管理起着重要的作用。中国改革开放
和现代化建设的总设计师邓小平曾说过，“科学技术是第一生产力”，而掌握科学技
术的往往是优秀人才。因此，如何吸引优秀人才加盟企业，对企业竞争力的提高，
甚至企业的生存发展都是特别重要的。
本文基于 QX 公司薪酬体系管理现状，运用访谈法、问卷调查法、观察法、文献
检索法等科学方法进行广泛调查和深入研究，通过分析员工对薪酬体系方面不满意
现状，找出了 QX 公司现有薪酬体系方面出现的问题及产生原因，根据国家和天津市
薪酬政策、公司环境等，提出了针对现有薪酬体系的优化设计方案。同时完善了各
岗位的工作分析，对公司各部门的岗位进行定义说明，将岗位说明书与薪酬管理相
结合、以提高员工的工作积极性，从而激发企业活力，提升企业核心竞争力，为其
长期稳定的发展奠定坚实的基础。同时，对优化后的薪酬体系提出了宣传和培训保
障、组织保障、沟通机制保障、人力资源保障、制度创新保障、薪酬总额控制机制
和积极的薪酬改革观念保障等多项措施。
关键词：薪酬体系 优化设计 岗位评价
ABSTRACT
With the rapid marketization of China, the Chinese labor market is becoming more
and more mature. As one of the most important kind of resources, human resource is
certainly ruled by the law of market economy. The allocation of human resources is out of
doubt affected largely by price---compensation. Therefore, it is very natural that people
would go for companies and regions that could offer them better compensation, which
results in turnover. Thus, having a successful compensation system directly affects
companies’ talent recruiting and retaining. Old Chinese leader Deng Xiaoping once said
that “Science is the No.1 productivity.” And who masters science Talents. In conclusion,
attracting talents is essential to enhancing a company’s competitiveness and long-term
development.
This research paper was written based on the current status of QX company’s
compensation system, using methods such as interview, survey, observing, literature
reviewing, and so on to analyze the reasons why staff members were dissatisfied with
QX’s compensation system, and found out the problems with the system. It also gave
solutions that can be implemented improve the situation, based on the compensation
policies of China and Tianjin, as well as the company’s current position. There were also
strategies to improve the Job analysis of different positions in this paper, having clarified
and defined the positions in different departments. In the paper, job descriptions were able
to integrate with the company’s compensation management, thus to boost staff members’
working spirit. In a way, it would activate the energy of the company and make the
company more competitive, laying a good foundation for the company’s long-term
growth. In addition, the paper talks about some strategies such as corporate culture
building and talents retaining, which can be implemented following the optimization of
QX company’s compensation system.
KEY WORDS：compensation system，optimal design，job evaluation