浙江 SD 科技有限公司是一家专注于蒙脱石产品应用和研究的高新技术企 业，新产品研发和技术创新是 SD 公司的主要优势，而这些主要依赖的是具有高 水平知识技能和创新能力的研发人员。 薪酬体系是企业人力资源管理的重要组成部分之一，合理、科学的薪酬体系 在企业实现战略目标的过程中至关重要，可以成为企业发展的推进器，有利于吸 引和留住优秀员工，提高员工的满意度，推动企业业绩。 本文以 SD 公司研发人员为研究对象，在梳理国内外薪酬体系相关理论和实 证研究的基础上，结合 SD 公司的实际情况，对研发人员的薪酬体系进行调查分 析，指出 SD 公司现有薪酬体系存在的问题，进行原因分析，并根据问卷调查的 结果进行薪酬体系优化方案的设计。调查结果显示，SD 公司研发人员的薪酬体 系存在的问题有，薪酬构成不合理，缺乏公平性和激励性；薪酬和研发人员能力 不匹配；公司福利单一，缺乏灵活性；薪酬方面的内部沟通不足。针对这些问题， 对 SD 公司研发人员的薪酬体系从以下几个方面进行优化，一是从薪酬构成的各 方面进行优化；薪酬由物质薪酬和非物质薪酬两大部分构成,其中物质薪酬由基 本薪酬、绩效薪酬和福利性现金收入三部分构成,非物质薪酬由晋升机会、培训 机会和心理收入三部分构成；二是设置项目绩效奖金制度和技术创新奖励制度； 三是设计灵活的福利政策；四是加强内部沟通，设计各种沟通渠道。 研究成果不仅对 SD 公司的研发人员具有很好的激励作用，而且有利于 SD 公 司吸引、留住和激励人才。此外，本研究还可以为相关的高新技术企业研发人员 薪酬体系的设计和优化提供一些参考。 关键词，研发人员；薪酬体系；优化浙江理工大学硕士专业学位 II Abstract Zhejiang SD Technology Co., Ltd is a high-tech enterprise of a research focus on Application of montmorillonite products; the company's development depends largely on the knowledge and ability with a long letter R & D staff. The Remuneration system is a important part of company human resource management system, a reasonable and scientific salary management system can become boosters of enterprise development, it is useful for attracting and retaining good employees, it also can improve employee satisfaction, and promote enterprise performance. This paper first describes the basic situation of SD company and R & D personnel. Next, through the investigation of pay satisfaction questionnaire interview data design R & D personnel of research and development personnel and human resource managers, the survey found that, SD Company’s current R & D staff for the salary structure, fairness, incentive, corporate welfare, internal communication, such as the satisfaction of generally low. Finally, the salary system of R & D staff of SD company's compensation structure optimization design, from material compensation and immaterial compensation of two parts, including material compensation by the basic salary, performance salary and welfare cash income of three parts, the first is the non-material compensation consists of promotion opportunities, training opportunities and psychological income three parts; the second is the project performance bonus system, technology innovation system of reward; the third is a scheme to improve the welfare policy flexible salary system; the forth is to strengthen the internal communication, the design of a variety of communication channels. This study not only has a very good incentive effect on the SD company's R & D staff, but also useful to SD company to attract talents, retain talents and encourage talents. Also, this study can also provide some reference for the formulation and design of salary system of high-tech enterprises related to R & D. Key Words，R&D personnel；Remuneration system；Optimization浙江理工大学硕士专业学位 III 目 录 摘要............................................................................................................................................. I Abstract......................................................................................................................................... II 目 录...........................................................................................................................................III 1 绪 论...........................................................................................................................................1 1.1 研究背景和意义...........................................................................................................1 1.2 研究目的 ........................................................................................................................1 1.3 研究对象 ........................................................................................................................1 1.4 研究方法 ........................................................................................................................3 2 理论综述....................................................................................................................................4 2.1 薪酬 .................................................................................................................................4 2.2 薪酬结构 ........................................................................................................................5 2.3 薪酬体系 ........................................................................................................................6 2.4 薪酬设计 ........................................................................................................................8 3 SD 公司研发人员薪酬体系现状及分析............................................................................9 3.1 SD 公司介绍...................................................................................................................9 3.1.1 公司概况 .............................................................................................................9 3.1.2 组织架构 .............................................................................................................9 3.1.3 人力资源情况..................................................................................................10 3.1.4 研发人员基本情况.........................................................................................10 3.2 SD 公司研发人员薪酬体系诊断调查 ...................................................................12 3.2.1 薪酬体系调查表设计 ....................................................................................12 3.2.2 薪酬体系调查结果分析................................................................................13 3.3 SD 公司研发人员薪酬体系中存在问题的原因.................................................15 3.3.1 薪酬水平设计不合理 ....................................................................................15 3.3.2 研发人员的薪酬和个人能力不匹配 .........................................................15 3.3.3 现有薪酬体系缺乏激励性 ...........................................................................16 3.3.4 公司福利单一，缺乏灵活性.......................................................................16 3.3.5 薪酬方面内部沟通不足................................................................................17 3.4 SD 公司研发人员薪酬体系设计的因素分析 .....................................................17 4 SD 公司研发人员薪酬体系优化方案 ..............................................................................19 4.1 SD 公司研发人员薪酬体系优化目标和原则 .....................................................19 4.1.1 薪酬体系优化目标.........................................................................................19 4.1.2 薪酬体系优化原则.........................................................................................19 4.2 SD 公司研发人员薪酬体系优化方案设计 ..........................................................21 4.2.1 薪酬构成优化设计.........................................................................................22 4.2.2 项目绩效奖金制度和技术创新奖励制度设计.......................................26 4.2.3 灵活的福利制度优化设计 ...........................................................................28 4.2.4 沟通渠道优化设计.....................................................