当今是知识经济的时代,是人本管理的时代,是充满机遇和竞争的时代,如

何把握机遇就要看我们如何迎接挑战。在这样一个人力资本己成为企业成败关键

的人力管理时代,人才的竞争愈演愈烈,在这场没有硝烟的人才争夺战中,薪酬

管理早已成为众所关注的焦点,薪酬管理已不再是简单的发给员工薪酬或增加薪

酬的过程,它己然成为企业人力资源管理的核心内容。一个企业如何树立全新的

薪酬管理理念,如何制定相应的薪酬策略,如何运用崭新的薪酬管理方法,使之

与企业的发展战略相匹配,是人力资源管理中一个重要课题。

本文首先从基本的薪酬、激励以及国外薪酬管理和国企薪酬管理存在的基本

问题出发,探讨了薪酬设计的基本理论,初步研究了国外薪酬管理的状况以及我

国薪酬管理的发展趋势;分析和总结了 GD公司的发展状况和薪酬体系现状以及其

原因。通过对GD公司的现有薪酬体系的分析和研究,运用科学的薪酬设计方法,

设计了一套基于目前企业发展状况下的新的薪酬体系方案,并从不同维度进行了

较为详实的阐述;最后对GD公司的薪酬体系实施保障提出了建设性意见。

关键词:激励,薪酬,薪酬体系

Abstract

In the age of knowledge economy which also is an age of humanity management

and an age full of opportunities and competitions, how we seize opportunities depends

on how we face challenges. In the age of humanity management, human resources have

become the key to success of a company. Competitions for talents among companies are

becoming fiercer and fiercer. In this silent war for scrambling talents, salary

management has already been an object of public attention. However, salary

management is no longer a simple process to pay or increase their employees' wages. It

has become the core content of company's human resources management. How a

company establishes a brand-new salary management concept, makes salary strategy

accordingly and takes advantages of newly-developed salary management to match the

development strategy of a company is a very important task of human resource

management.

Based on existing problems in salary system,motivation and salary management in

foreign countries and national companies, this paper discussed the basic theory of salary

design and initially studied foreign countries' salary management situation and

development trends of domestic salary management. This paper also analyzed and

concluded the development situation and salary system of GD Plan and Design

Company. By analyzing and studying the present salary system of GD Company and

using a scientific salary design method, this paper formulated a brand-new salary

system based on the actual development situation of the company and explained this

system from different perspectives. At the end of this paper, it also provides constructive

comments about implementation safeguards for the salary system of GD Company.

This paper counted and analyzed the current salary system of GD Company

during the whole salary system design process. This paper used a method of co

mbining theory and practice and a method integrating qualitative analysis with qu

antitative analysis and redesigned the salary system of GD Company accordingly.

Key words: motivation, salary, salary system