随着中国电信的分拆与整合，中国电信运营业的竞争格局业已形成。各大运营 商根据市场和经济环境的变化，制定企业的战略目标和发展策略。一个成功的企业 最为关键的因素是对于人力资源的有效管理，因而如何根据企业内部的人力资源现 况和外部环境的影响，确立切实可行的绩效与薪酬战略方案来实现公司的战略目 标，己成为各个企业急待解决的首要问题。 本文通过透视保定网通公司人力资源管理现状，将绩效考核与薪酬管理理论和 电信企业的实际结合起来，分析问题，对症下药，提出保定网通公司应对竞争、赢 得竞争的人力资源管理策略。 关键词，绩效，薪酬，管理，优化，保定网通公司 ABSTRACT With China Telecom breaking and emerging，the competition pattern of the operation field of China Telecom has already taken shape. Every large operator according to market and economic change of environment, make strategic objective and development tactics of enterprise. A successful the most key factor of enterprise is managing effectively to the human resources，Therefore how be according to human resources present situation and influence of the external environment condition of enterprise, Establishing feasible performance and payment strategy come and realize strategic objective of company, Become each worried to wait primary problem that solve enterprise already. The article tries to make some HRM proposals through the analysis of the current mechanism and practices of performance and payment of CNC Baoding Branch. to enable better practices. Li Yunpeng( Project Management) Directed by Associate Prof. Liu Shuliang KEY WORDS， performance,payment, management,optimize, CNC Baoding Branch目 录 中文摘要 ABSTRACT 第一章 引 言......................................................................................................................1 1．1 本文写作背景及其意义 ...............................................................................................1 1．2 保定网通公司概况 .......................................................................................................1 第二章 现代人力资源管理中的绩效考核与薪酬管理相关理论 .....................................3 2．1 绩效考核相关理论 .......................................................................................................3 2．1．1 绩效考核的重要性..............................................................................................3 2．1．2 绩效考核的常用方法 .......................................................................................4 2．1．3 绩效考核的管理................................................................................................4 2.1.4 绩效考核中应注意的几个问题...........................................................................5 2.1.5 绩效考核结果的应用..............................................................................................5 2．2 薪酬管理相关理论 .......................................................................................................6 2．2．1 薪酬的基本定义及构成......................................................................................6 2．2．2 薪酬管理的几大基本理论...............................................................................8 2．2．3 薪酬的功能与根本目的 ...................................................................................9 2．2．4 薪酬管理的发展趋势 .....................................................................................12 第三章 保定网通公司绩效考核与薪酬管理中存在的问题 ........................................14 3．1 绩效考核与薪酬管理研究现状 ..............................................................................14 3．2 保定网通公司绩效考核与薪酬管理中存在的问题.............................................15 3．2．1 公司绩效考核中存在的问题.........................................................................15 3．2．2 公司薪酬管理中存在的问题.........................................................................15 第四章 保定网通公司绩效与薪酬制度优化设计.......................................................17 4．1 保定网通公司的绩效考核指标体系设计..............................................................17 4．1．1 绩效考核指标体系设计的原则.....................................................................17 4．1．2 绩效考核制度优化设计 .................................................................................19 4．2 保定网通公司绩效导向的薪酬激励制度设计 .....................................................234．2．1 薪酬激励制度设计原则 .................................................................................23 4．2．2 绩效导向的薪酬体系设计.............................................................................24 4．2．3 薪酬激励 ..........................................................................................................26 4．2．4 构建该公司薪酬体系的整体框架 ................................................................28 第五章 结论与启示..........................................................................................................31 5．1 深化人力资源中的绩效与薪酬战略变革..............................................................31 5．2 绩效考核结果的运用 ...............................................................................................31 5．3 建立人性化的企业文化...........................................................................................32