薪酬体系是企业持续创造价值的核动力，如何将它设计得具有吸引、保 留和激励人才的同时，又不增加企业的成本；如何在提高员工归属感的同时， 又能激励和驱动员工不断达成企业的发展目标，已成为企业中高层管理者急 需掌握技术和解决的议题。因此，建立合理的有竞争力的薪酬体系，充分发 挥薪酬体系的双刃剑作用，是一项非常重要的工作。现代企业管理要求建立 适应现代企业制度和市场竞争要求的薪酬分配体系。 在现代企业人力资源管理中，薪酬管理是非常重要的内容。新型的薪酬 管理体系是“以人为本”的企业管理制度的重要部分。要建立合理的有竞争力 的薪酬体系，必须遵循薪酬体系的基本原则是，对内保持公平合理；对外保 持竞争；达到激励全体人员的目的。设计这样一个复杂、科学、系统的体系， 需要专业的知识和高超的技巧；更重要的是，每一个企业的实际情况千差万 别，不能指望照搬其他企业的现成经验。 本文以某国有航空研究所为研究对象，分为以下五个部分，第一章介绍 国内外企业薪酬管理体系； 第二章介绍了XX研究院概况，包括该研究院的 行业背景、总体情况和原有的薪酬体系状况。第三章分析XX研究院原有薪酬 制度存在的问题和原因。第四章运用相关薪酬设计理论为XX研究院的薪酬体 系改革设计方案，其中包括薪酬改革的目标、思路、原则，方案设计。第五 章对本次研究做了一个总结，对实施中可能遇到的问题进行了讨论，提出建 设性意见。 关键词，薪酬，薪酬体系，薪酬改革Ⅱ Abstract Salary management system is the core power of enterprise for sustainable value creation. The design of salary management system is an urgent and necessary topic for those senior management personnel. It should be attractive and inspiring for perspective and current employees while it does not bring inadequately heavy cost for enterprise. In addition, it should improve the feeling of belonging for employees and at the same time drive and spur them to reach the objective of enterprise development. Thus, it is very important to build a valid and competitive salary system and utilize its positive effect. Furthermore, building a new salary system is also a requirement for enterprise to adapt the development of modern enterprise system and market competition. In modern enterprise human resource management, salary management is a vital topic. New-style salary management system is the main section in people oriented enterprise management system. To build an effective and competitive salary system, following basic rules must be obeyed: it is fair to all employees and can inspire them; it is competitive compared with other peers. This needs professional techniques and advanced skills to design a new-style salary system. More important thing is that every company has its own specific situations and no complete experience can be put into use from other company. This paper investigated the design of salary management system on the basis of analysis of a certain national aviation research institute. It includes five chapters. Chapter 1 introduced salary management systems of several modern enterprises. Chapter 2 gave a brief description of the institute, including industry background, general situation and old salary system. Chapter 3 analyzed current salary system by enumerating existing problems and reasons. A new scheme of salary management is proposed in Chapter 4, which was developed from the aspects of salary reform target, principle and scheme design. Finally, a conclusion from this research is drawn in Chapter 5, including discussion of possible problems and corresponding solutions that may occur in the implementation of proposed system. Key words: salary, salary management system, salary reformIII 目录 摘要...................................................................................................................................I ABSTRACT ..................................................................................................................III 第一章 国内外著名企业薪酬管理体系........................................................................ 1 1.1 富士通公司的人事、薪酬体系改革 ................................................................ 1 1.2 IBM 薪酬管理，把工作体验算计到薪酬中.................................................... 2 1.3 某合资公司的薪酬设计案例分析 .................................................................... 3 第二章 XX 研究院背景与薪酬现状 ............................................................................. 5 2.1 XX 研究院的行业背景及概况 ......................................................................... 5 2.1.1 行业背景 ..................................................................................................... 5 2.1.2 XX 研究院的概况 ...................................................................................... 6 2.2 XX 研究院的薪酬体系现状 ........................................................................... 10 2.2.1 人力资源管理体系总体状况 ................................................................... 10 2.2.2 薪酬体系现状 ............................................................................................11 第三章 XX 研究院薪酬制度实施中遇到的问题 ....................................................... 15 第四章 薪酬改革设计方案与设计.............................................................................. 19 4.1 薪酬改革目标...................................................................................................... 19 4.2 薪酬改革的原则 .............................................................................................. 19 4.3 影响薪酬设计的因素 ...................................................................................... 22 4.4 岗位分析、评价 .............................................................................................. 23 4.4.1 岗位分析 ................................................................................................... 23 4.4.2 岗位价值评估 ........................................................................................... 23 4.4.3 岗位价值评估实施步骤 ........................................................................... 26 4.4.4 XX 研究院职级确定原则 ........................................................................ 28 4.4.5 XX 研究院职级确定标准 ........................................................................ 28 4.5 XX 研究院薪酬体系设计................................................................................. 31 4.5.1XX 研究院薪酬改革总思路 .......................................................................... 31 4.5.2 薪酬结构与标准设计 ............................................................................... 32 4.5.3 福利和奖金 ............................................................................................... 39 4.5.4 薪酬的动态管理 ....................................................................................... 40IV 4.5.5 预期实施效果 ........................................................................................... 42 第五章 总结.................................................................................................................. 44 致谢................................................................................................................................ 45