随着中国市场化程度的提高,几乎所有的行业都处于高强度竞争的状态中。企业

无论是应对竞争,还是壮大发展,最终依靠的都是人才。因此,企业间人才的竞争也

越来越成为焦点。企业管理者们比以往任何时候都关注人才竞争中的一类关键要素群

——薪酬以及薪酬相关因素。如何让薪酬管理更好的帮助企业提高生产效率,成为促

进企业成长的管理工具,己成为企业管理者最最渴望的目标。薪酬是一种直接与人性、

与人的利益紧密关联的系统因素,本身就十分复杂和难以操控,当薪酬与企业的生存、

发展、目标、价值观等发生关联时,就要科学利用,在企业的经营和管理中让薪酬体

系发挥整体和持续的效率。目前大多数企业在薪酬管理上的窘境不仅仅是简单的薪酬

规模大小或员工薪酬水平高低的问题,更多的是“把奖金管成了工资,把工资管成了福

利,把福利变成了员工的必须”。如此一来,企业的薪酬体系脱离了薪酬管理的目标,

从而大大降低了薪酬本身应该具有的激励作用。

本文薪酬理论的基础上,运用了文献法、个案研究法、对比分析法、归纳总结法

等研究方法,以天下洞庭粮油集团为重点研究对象,展开了对薪酬管理改革的研究,

‘ 理论结合实际,研究深入而丰富。本文从研究薪酬管理的内涵和外延入手,以天下洞

庭粮油集团的薪酬管理现状为研究对象,通过对天下洞庭粮油集团薪酬现状的分析,

结合本公司的战略目标及实际发展状况,对天下洞庭粮油集团的薪酬管理提出建议,

针对天下洞庭粮油集团薪酬体系不规范不合理、薪酬激励效果不佳、“大锅饭”、平均

主义现象严重等问题,结合公司的薪酬现状,选择以岗位绩效工资为基础的薪酬模式,

从基本工资、奖金和福利三个方面提出有效的薪酬改革措施,重新构筑较为完善的薪

酬体系。为确保改进后的薪酬体系能够顺利实施,从前期条件、过程和运行管理三个

方面对方案实施进行阐述,分析方案实施的阻力,提出相应的保障措施,并对改进方

案实施效果进行评价。本文通过对企业员工薪酬管理的研究,希望能对进行薪酬管理

改革的企业提供一些参考思路。

关键词:薪酬;薪酬体系;薪酬管理;优化

Abstract

Along with the Chinese market increased, almost all industries are high strength

competition state. No matter the enterprise is to deal with the competition, or grow, relying

on the final are talent. Therefore, the talent competition among enterprises has increasingly

become the focus of. Enterprise managers than ever on a key factor in the competition for

talent group ~ compensation and compensation related factors. How to make the salary

management help enterprises improve production efficiency,to promote enterprise growth

management tool, has become the most eager to enterprise management objectives. The

salary is closely related to a direct factors and human nature, and human interest, itself is

very complex and difficult to control, when the compensation and the enterprise ’s survival

and development, goals, values and other related, to scientific use, in the operation and

management of enterprises make the salary system play an integral and continuous

efficiency. At present, most of the enterprises in salary management dilemma is not only a

simple compensation size or the level of staff salaries or problems,is more ’' money tube into

wages,wage tube into welfare,welfare into employee mustThus, the salary system of the

enterprise from the aim of salary management, thus greatly reducing the incentive effect

salary should be.

Based on the compensation theory, using literature method, case study method,

comparative analysis method, this paper summarizes the research methods in the Dongting

Lake,grain and oil group as the main research object,research on the reform of salary

management, combining theory with practice, study deep and rich. This article from the

connotation and extension of the salary management, based on the present status of

compensation management of Dongting Lake oil group as the research object, through the

analysis of the Dongting Lake oil group salary present situation, combined with the strategic

objectives of the company and the actual situation, proposed the salary management of

Dongting Lake grain and oil group in Dongting Lake, grain and oil group compensation

system is not standard is not reasonable,incentive effect is poor, “ mess, equalitarianism

phenomenon serious problems, combined with the compensation current, choosing salary

mode on job performance-based pay,put forward the effective salary reform measures from

the three aspects of basic salary, bonus and welfare, to build a more perfect salary system.

To ensure that the improved compensation system can be implemented smoothly, from three

aspects the conditions, process and operation management of the implementation of the

program, analysis of the implementation force, puts forward the corresponding measures,

and to evaluate the implementation effect improvement scheme. In this paper,through the

research on enterprise management of the staff, hoping to reform salary management of

enterprises to provide some reference ideas.

Keywords: salary; salary system; salary management; Optimization