对于企业而言，建立一套科学的薪酬体系，并结合有效的薪酬管理模式，能够激 励员工潜在价值的发挥，在一定程度上也能使企业为自身和社会创造出更多的效益。 市场环境风云多变，与之相适应的薪酬管理制度应当不断调整，薪酬管理水平不断突 破与提高，才能适应企业发展。2013 年我国铁路制度改革后，部分公司内部薪酬管 理制度没有进行配套改革，薪酬制度无法适应并明显落后于企业其他方面的发展，导 致职工的积极性无法被充分调动，也不能充分发挥薪酬的激励作用。 本研究以太原铁路局集团公司大秦车务段为研究对象，通过对其组织结构和人力 资源状况进行分析，结合员工薪酬满意度调查结果，总结出站段现行薪酬管理体系存 在的问题，如岗位工资标准不完善、技能工资与技术等级匹配度低、工龄工资不合理、 津贴和补贴效果微弱、奖金与工作绩效缺乏关联、薪酬分配失衡等。研究中运用定性 分析和定量分析相结合的方法，对大秦车务段薪酬管理问题出现的原因进行了揭示。 从问题出发，把现代薪酬理念与实际相结合，充分利用宽带薪酬理论优势，研究制定 薪酬优化方案。为保障新薪酬体系的实施，本研究建议站段应采取积极宣传沟通、加 强管理培训、强化管控措施等具体方式。本研究旨在通过以上研究，建立一套与大秦 段相匹配且激励效果显著的薪酬体系，为提升大秦段员工积极性与满意度、充分发挥 人力资源优势奠定基础，为指导铁路局集团公司员工薪制度改革献计献策。 关键词：铁路车务段，薪酬管理，薪酬优化设计，宽带薪酬体系 沈阳大学硕士学位论文II Research on employees salary management in Daqin Railway Section of Taiyuan Railway Bureau Abstract Scientific and reasonable salary system is an important means to stimulate the value of human resources. Therefore, whether the salary system is scientific, whether the salary management is effective or not, to a certain extent, determines the value of employees, but also determines the efficiency of enterprises for themselves and society. The market environment is constantly changing, and the salary management system of enterprises also needs to be constantly adjusted, so the salary management level of enterprises put forward higher requirements. Especially after the separation of government and enterprise in 2013, the railway enterprises still follow the previous salary system, resulting in the salary management system and methods in the railway system obviously lag behind the development of other projects of the Railway Corporation, there are shortcomings in mobilizing staff enthusiasm. This research takes the Daqin depot of Taiyuan Bureau Group Company as the research object. Through the analysis of its organizational structure and human resources, combined with the results of salary satisfaction survey, it concludes that the existing salary management system of the depot has imperfect operation mechanism of post salary, disjointed skill salary and actual technical level of workers, length of service. The weakness of wage and subsidy, the low correlation between bonus and job performance, and the imbalance of salary payment standard are the main problems in the present salary management of Daqin depot. Starting from the problems, this paper combines the advanced concepts with the actual situation of enterprises, optimizes the traditional salary system by using the broadband salary theory, determines the optimization scheme, forms a new broadband salary system, and puts forward the main problems that should be paid attention to in the implementation of broadband salary management. It is suggested that Daqin depot should actively publicize, effectively communicate, strengthen the training of broadband salary system, strengthen the management and control of broadband salary system, and introduce relevant management system of broadband salary to ensure the 沈阳大学硕士学位论文沈阳大学硕士学位论文 III smooth implementation of broadband salary. The purpose of this study is to establish a set of broadband salary system matching Daqin Section, so as to lay a foundation for improving the enthusiasm and efficiency of Daqin Section employees, and to provide reasonable suggestions for guiding the reform of the salary system of the Railway Administration Group Company. supplement specific contents and suggestions. Key words: Railway section, salary management, salary optimization design, broadband pay systemIV 目录 摘要.........................................................................................................................................I Abstract..................................................................................................................................II 第 1 章 绪论..........................................................................................................................1 1.1 选题背景..................................................................................................................1 1.2 研究目的与意义......................................................................................................2 1.3 研究综述..................................................................................................................2 1.3.1 国外研究综述..............................................................................................2 1.3.2 国内研究综述..............................................................................................3 1.4 研究内容与思路......................................................................................................4 1.5 研究方法..................................................................................................................4 1.6 研究特色与创新点..................................................................................................5 第 2 章 薪酬管理相关概念与理论......................................................................................6 2.1 薪酬..........................................................................................................................6 2.1.1 薪酬的概念..................................................................................................6 2.1.2 薪酬的构成..................................................................................................6 2.2 薪酬管理理论..........................................................................................................7 2.3 薪酬体系..................................................................................................................7 2.3.1 绩效薪酬体系..............................................................................................7 2.3.2 宽带薪酬体系..............................................................................................8 2.3.3 全面薪酬体系..............................................................................................9 第 3 章 大秦车务段员工薪酬管理现状与问题................................................................11 3.1 大秦车务段的基本情况........................................................................................11 3.2 大秦车务段组织结构与人力资源概况................................................................11 3.2.1 大秦车务段组织结构................................................................................11 3.2.2 大秦车务段人员年龄结构分析................................................................12 3.2.3 大秦车务段人员学历结构分析................................................................13 3.2.4 大秦车务段人员职称结构分析................................................................14 3.3 大秦车务段职工薪酬分配现状............................................................................14 沈阳大学硕士学位论文沈阳大学硕士学位论文 V 3.3.1 大秦车务段薪酬总体水平........................................................................14 3.3.2 薪酬的构成................................................................................................15 3.4 薪酬管理存在问题分析........................................................................................17 3.4.1 问卷发放和结果分析................................................................................17 3.4.2 薪酬分配问题分析.............................................................................