随着工业经济时代向知识信息时代的转变，资金、厂房、设备等战略资源 逐渐向知识、信息和 创新能力转变，而知识型员工作为开发与创造这些战略资 源的重要载体，在推动企业战略目标的实现起到重要作用，薪酬作为人力资源 效能发挥的核心手段，是将企业的长远战略目标转化为具体行动的助推力，是 高效引导员工自觉落实行动，形成发展的最大合力和效力，使员工和企业的发 展目标保持一致，从而实现双方利益的均衡化。但国内大多数企业大都采用传 统的薪酬模式，并未认识到知识型员工在个性、工作特性、个人能力的差异性， 造成了知识型员工积极性下降，人才流失等问题，因此，如何构建与知识型员 工匹配的薪酬体系，建立人力资源竞争优势，成为现代企业的当务之急。 本文以 LMZ 公司为研究对象，采用文献研究法、模型分析法、职位分析和 评价法、调查法等研究方法，并按照提出问题、分析问题、解决问题的研究思 路，对以下内容内容进行了深入分析和研究，一是本文通过对知识型员工、薪 酬、激励等相关文献的研究，对 LMZ 知识型员工进行了有效划分，根据公司现 有的发展阶段和发展战略，制定了不同的薪酬策略，对高层知识型员工采用市 场领先型、中层知识型员工分别采用市场匹配，对基层知识型员工采用市场追 随的策略。二是对 LMZ 知识型员工薪酬激励中的薪酬结构中的技能、奖金、绩 效、长期激励、非经济性薪酬、福利，薪酬水平、薪酬战略、薪酬方案实施存 在的问题及问题产生的原因进行了较为全面的分析。三是通过对职位分析和评 价法，调查法为方案提供参考依据，从调整薪酬结构、侧重技能激励、完善绩 效激励、增加自助福利、缩减奖金差距、强化长期激励、注重非经济激励分析 解决薪酬激励存在的 9 大问题，并根据薪酬问题产生的原因分析预计实施过程 中即将产生的既得利益、薪酬机制、思想意识、成本因素方面上的障碍。制定 了相关的配套措施，保证薪酬方案实施的高效性和科学性。 关键词，知识型员工、薪酬、薪酬激励II Abstract As the age changing from industrial economic to the information, strategic resources like capital, plant, equipment and etc is gradually shifting towards knowledge, information and innovation. The knowledge employees are important carriers of these strategic resources, playing a key role in promoting the realization of the enterprise strategic goals . The salary is responsible for transforming long-term strategic planning of the enterprise into practical plan in details which guides and motivates employees to implement planning sufficiently . It finally forms a important tool for the enterprise and society to achieve consistently employee interests and is good for human resource management .But now small and medium-sized enterprises have mostly adapted traditional mode of compensation, causing a series of problems like the declining of motivation ability , the loss of talent problem and so on , therefore, how to build salary system to be appropriate for knowledge employees, establish the competitive advantage of human resources , is the priority of small and medium-sized enterprises. This paper made LMZ company as the research object, using research method of literature research, model analysis, job analysis and evaluation method, investigation method and so on .It took the train of thought of putting forward problems, analyzing and solving problems,carried out some analysis and research on the following contents: based on literature research of the knowledge staff, salary, incentives, it divided knowledge staff into four parts and different types of them implement different measures for example ,high-level knowledge staff matched the market's leading level,middle-level knowledge staff matched market-matching level,common knowledge matched market-following according to the company's existing development stage and the development strategy; the second is to find out the exiting problems like salary structure of bonus，long-term incentive，performance pay，benefit,developing skill and salary strategy and level and to find out the causes of problems;the third is to solve 9 problems of compensation incentive by job analysis and evaluation, investigation and analysis salary level of similar position in the industry and internal questionnaire obtaining LMZ company's existing salary incentive level and the cognition degree of theIII knowledge-type employees and to formulate related implementation mechanism on the basis of cause analysis to guarantee the efficiency and scientificalness of compensation plan implementation. Key words: knowledge workers, salary, salary incentives.IV 目 录 第 1 章 绪论....................................................1 1.1 选题背景与意义 ............................................1 1.1.1 选题背景..............................................1 1.1.2 选题意义..............................................1 1.2 国内外研究现状 ............................................2 1.2.1 国外研究现状..........................................2 1.2.2 国内研究现状..........................................2 1.3 研究思路、基本框架及主要内容 ..............................3 1.4 研究方法 ..................................................5 1.5 本文创新点 ................................................5 第 2 章 知识型员工薪酬激励的理论基础............................6 2.1 知识型员工概念和内涵 ......................................6 2.1.1 知识型员工的概念......................................6 2.1.2 知识型员工的特点......................................6 2.1.3 以 S-I 模型对知识型员工的划分..........................8 2.2 薪酬理论..................................................9 2.2.1 薪酬的概念............................................9 2.2.2 薪酬的构成............................................9 2.2.3 薪酬的影响因素.......................................10 2.3 激励理论.................................................12 2.3.1 内容型激励理论.......................................12 2.3.2 过程型激励理论.......................................13 2.3.3 综合型激励理论.......................................15 第 3 章 LMZ 公司知识型员工薪酬激励现状及问题分析..............16 3.1 LMZ 公司简介 .............................................16 3.1.1 组织的结构 ...........................................17 3.2 LMZ 公司知识型员工构成 ...................................17 3.2.1 知识型员工人数比例...................................17 3.2.2 知识型员工学历构成...................................17 3.2.3 知识型员工年龄构成...................................18 3.2.4 以 S-I 模型分析的知识型员工的构成.....................18 3.3 LMZ 公司知识型员工的薪酬构成 .............................18V 3.3.1 LMZ 公司知识型员工的薪酬构成 .........................18 3.3.2 核心知识型员工实施年薪薪酬制.........................19 3.3.3 中、基层知识型员工职位工资制.........................19 3.4 LMZ 公司知识型员工薪酬激励的问题 .........................20 3.4.1 与公司的发展战略不匹配...............................20 3.4.2 薪酬水平缺乏外部竞争力...............................21 3.4.3 薪酬实施缺乏制度的保障...............................21 3.4.4 非经济性薪酬激励的缺失...............................21 3.4.5 薪酬长期激励未充分重视...............................22 3.4.6 绩效工资平均化现象严重...............................22 3.4.7 层级之间奖金收入差距大...............................22 3.4.8 薪酬结构技能体现不充分...............................22 3.4.9 福利项目的设定较为死板...............................23 3.5 LMZ 公司知识型员工薪酬激励的问题产生的原因分析 ...........23 3.5.1 对传统管理方式的依赖.................................23 3.5.2 薪酬管理水平的局限性.................................23 3.5.3 企业文化中的等级观念.................................24 3.5.4 忽视知识型员工的开发.................................24 3.5.6 人力资源管理未被重视.................................25 第 4 章 LMZ 公司知识型员工薪酬激励方案优化 .....................25 4.1 LMZ 公司知识型员工薪酬激励方案优化的准备工作 .............26 4.1.1 职位分析与评价.......................................26 4.1.2 薪酬调查.............................................27 4.3 LMZ 公司知识型员工薪酬激励方案优化的原则和目标 ...........29 4.3.1 设计原则.............................................29 4.3.2 设计目标.............................................30 4.3.3 知识型员工薪酬策略设计...............................30 4.4 LMZ 公司知识型员工薪酬优