随着现代企业管理制度的不断完善和知识经济的来临,人力资源管理水平的高

低已经成为企业能否在市场竞争中获得核心竞争优势的关键。如何吸引住人才、留

住人才、用好人才,如何合理的分配企业利润留成和对员工的有效激励,这都涉及

到了人力资源管理的一个核心内容——薪酬管理。薪酬体系的设计关系到企业内部

每个员工的切身利益,是激发员工积极性、培养员工忠诚度,提升企业竞争力的关

键因素。可以说,薪酬体系设计是企业人力资源管理的关键问题,对于处于重组整

合改革阶段的国有企业而言,薪酬制度变革和体系改进设计则是难度最大的核心问

题之一。

由于中新消防集团公司现行的薪酬体系出现激励失灵、管理控制薄弱等现象,

迫切需要进行薪酬体系的改进设计。为此,论文以中新消防集团公司为研究对象,

在对国内外薪酬管理相关研究成果和理论综述的基础上,对中新消防集团公司的薪

酬体系现状进行了剖析,找出存在的问题及不足。针对薪酬结构缺少有效员工激励、

薪酬水平无法体现员工价值、薪酬调整内部不公现象突出、薪酬福利项目设计流于

形式等具体问题,明确了公司薪酬体系改进设计的目标、原则和思路,具体了改进

设计的主要步骤,从薪酬结构、薪酬水平和薪酬调整三个方面对现有的薪酬体系进

行了优化设计,并从绩效考核、公平竞争、员工价值和企业文化四个方面提出了改

进方案实施的保障措施。

企业薪酬体系的改进设计和管理是企业人力资源管理理论研究的重要内容,合

理的薪酬体系是企业人力资源管理打造核心竞争力的关键手段之一。论文结合中新

消防集团公司薪酬体系现状,提出薪酬体系改进设计的发展路径,以为我国国有企

业薪酬体系改革提供借鉴和参考,这对丰富我国企业人力资源管理理论和实践具有

重要的价值。

关键词:薪酬体系;薪酬结构;绩效激励

屮北屯力人孚她I学位论义

Abstract

With the continuous improvement of modern enterprise management system and

the advent of the knowledge economy, the level of human resource management has

become a key enterprise core competitive advantage which can be obtained in the market

competition. How attract and retain qualified personnel, with good talent, how rational

and efficient allocation of corporate profit retention incentives for employees, which are

related to the core content of human resource management - compensation management.

The design of compensation system is the key factor which relations to the interests of

each employee, it is to stimulate the enthusiasm of staff, trains the employee loyalty, and

enhances the competitiveness of enterprises. We can say that the design of compensation

system is the core issue of human resource management. For the state-owned enterprises

which in the r eform of reorganization and integration phases, the compensation system

change and system improvementdesign is one of the largest core difficult issues.

Due to Zhongxin Fire Safety Company's compensation system occurs incentive

failure and management control weak, and so the urgent need is improved to design the

compensation system. The paper makes Zhongxin Fire Safety Company research object,

on the basis of domestic and international related research and theoretical overview about

compensation management, analyzes the identify problems and lack of response to these

issues of Zhongxin Fire Safety Company. For these issues which include lacks of an

effective employee incentive compensation structure, pay levels can not reflect the value

of employees, salary adjustments inside injustice prominent, specific issues such as

compensation and benefits programs designed mere formality, the paper clears the

improvement of the company's compensation system design objectives, principles and

ideas, specific improvements the main steps of the design. Finally, the paper proposes the

compensation system optimization plan from compensation structure, compensation

levels and compensation adjustments, and in order to implement the plan, the paper

improves the safeguards from the performance appraisal, fair competition, four staff

proposed values and corporate culture improve the program.

To improve the design and management of enterprise compensation system is an

important part of human resource management theory ,and rational compensation system

is one of the key which can build the core competitiveness of human resource

management. The paper combines the new status of Zhongxin Fire Safety Company

compensation system, proposes the compensation system which is designed to improve

the development path. The main purpose is to provide references for the salary system

reform of state-owned enterprises, while it has an important value for rich our human

II

华北电力大学硕士学位论文

resource management theory and practice.

Key words: compensation system,compensation structure, performance motivation

in