薪酬管理是企业人力资源管理乃至企业管理中最核心的内容之一，与此同 时，薪酬管理又是一项难度较高的管理技术。随着西方管理思想与管理理念的不 断传入，我国不少企业都已经意识并认同薪酬管理的重要性与必要性，并将其作 为企业人力资源管理的一项重要职能。实践证明，有效的薪酬管理将会对企业业 绩的增长以及持续发展产生积极作用。本文将以天筑公司作为研究对象，通过对 其薪酬管理状况进行全面深入的探讨，找到其中存在的问题以及导致这些问题的 原因，进而为该企业薪酬管理体系的优化与完善提供针对性的建议。 本文以“甘肃天筑员工薪酬管理方案设计研究”作为研究主旨，通过对国内 外研究成果的梳理，对甘肃天筑公司的薪酬进行了重新设计，同时，运用薪酬理 论，薪酬管理理论，激励理论，对天筑公司现状进行调查研究，釆用问卷调查法 和实地调研的方式，对天筑公司当前的薪酬管理现状进行了调查，深入分析该企 业薪酬管理存在的问题及原因，提出了天筑公司薪酬管理方案，并对保障措施进 行了探讨。希望通过本文的研究，可切实促进天筑公司的薪酬激励效果，促进员 工积极性以及工作效率的提升，并推动企业市场竞争力的提高。 关键词，薪酬管理；激励；方案兰州大学硕士学位论文 甘肃天筑员工薪酬管理方案设计研究 IV Research on Compensation Management Scheme Design of Tianzhu Employees in Gansu Province Abstract Compensation management is one of the core contents of human resource management and enterprise management. At the same time, salary management is a difficult management technology. With the continuous introduction of Western management ideas and management concepts, many enterprises in China have recognized and recognized the importance and necessity of salary management, and regard it as an important function of human resource management in enterprises. Practice has proved that effective salary management will play a positive role in the growth of enterprise performance and sustainable development. This article will take Tianzhu Company as the research object, through a comprehensive and in-depth discussion of its salary management status, find out the problems and causes of these problems, and then provide targeted suggestions for the optimization and improvement of the enterprise's salary management system. This paper regards as the research theme, redesigns the salary of Tianzhu Company in Gansu Province through combing the research results at home and abroad. Meanwhile, it investigates the current situation of Tianzhu Company by using salary theory, compensation management theory and incentive theory. It adopts questionnaire survey method and field survey method to research Tianzhu Gong. The current salary management situation of the company has been investigated, and the problems and reasons of salary management in the company have been deeply analyzed. On this basis, combined with the advanced experience at home and abroad, the compensation management scheme of Tianzhu Company is put forward, and the safeguard measures are discussed. It is hoped that through this study, the salary incentive effect of Tianzhu Company can be effectively promoted, the enthusiasm of employees and the improvement of work efficiency can be promoted, and the competitiveness of enterprises in the market can be improved. Keywords，Compensation management；Excitation ；Scheme兰州大学硕士学位论文 甘肃天筑员工薪酬管理方案设计研究 V 目录 中文摘要................................................ Ⅲ Abstarct ................................................ Ⅳ 第一章 引言.............................................. 1 1.1 研究背景..................................................... 1 1.2 研究意义..................................................... 1 1.3 国内外研究现状............................................... 2 1.4 研究思路与方法............................................... 5 第二章 相关概念与理论基础 ................................ 6 2.1 相关概念界定................................................. 6 2.2 激励理论..................................................... 6 2.3 薪酬管理理论................................................. 7 第三章 甘肃天筑员工薪酬管理现状 .......................... 9 3.1 甘肃天筑公司概况............................................. 9 3.2 甘肃天筑员工构成及其特征.................................... 10 3.3 甘肃天筑员工薪酬管理现状分析................................ 12 3.4 甘肃天筑员工薪酬管理存在的问题.............................. 22 3.5 甘肃天筑员工薪酬管理不足的原因分析.......................... 25 第四章 甘肃天筑员工薪酬管理方案设计思路与内容 ........... 27 4.1 甘肃天筑员工薪酬管理方案设计目的和原则...................... 27 4.2 甘肃天筑员工薪酬管理方案设计的整体思路和关键点.............. 28 4.3 甘肃天筑员工薪酬管理方案薪酬管理方案具体内容................ 32 4.4 甘肃天筑员工薪酬管理方案优化后员工薪酬总额测算.............. 41 第五章 甘肃天筑员工薪酬管理方案实施保障 ................. 42 5.1 完善绩效考核体系............................................ 42 5.2 完善薪酬监管体系............................................ 43 5.3 建立员工薪酬反馈沟通机制.................................... 45兰州大学硕士学位论文 甘肃天筑员工薪酬管理方案设计研究 VI 第六章 总结与展望 ....................................... 48 6.1 研究结论.................................................... 48 6.2 展望........................................................ 48