I 摘要 薪酬体系是企业发展的内生动力，在企业各个发展阶段均需不断对此进行调 整，使之适应企业战略需要，为企业持续发展做好支撑。本文是建 立在对 C 集团 本部开展了相关实际调研的基础上，在薪酬管理相关理论指导下，采用分层级员 工访谈、薪酬问卷调查、岗位价值评估等方法，对企业薪酬体系进行了优化。 本 文以 C 集团本部为薪酬体系优化研究对象。为摸清企业现状，打好薪酬体 系优化的基础，首先，对薪酬体系设计以及岗位价值评估的概念、作用和方法进 行了相对系统的学习及 阐述，并在此基础上对薪酬体系设计的主要思路进行了归 纳总结，为推进企业薪酬体系优化提供系列理论基础以及方法支撑。其次，收集 整理了 C 集团本部人力资源与薪酬体系 现状相关资料，为进一步开展薪酬体系优 化分析筑牢基础。同时，为深入了解 C 集团本部现行薪酬体系痛点、厘清优化思 路，使优化后的薪酬体系更具群众基础，通过分层级员 工访谈及薪酬问卷调查等 研究方法相对深入的了解员工对现行薪酬体系的看法及优化期望。 在对 C 集团本部薪酬体系现状进行较全面诊断之后，分析出 C 集团本部现行 薪酬体 系主要存在层级工资制不匹配企业发展、薪酬结构不合理、定薪及调薪不 科学、激励手段单一等方面的问题。接下来，在薪酬体系设计及岗位价值评估等 相关理论研究的指导下 ，结合员工在分层级访谈及薪酬问卷调查中提出的建议意 见，针对在现行薪酬体系存在的系列问题开展逐一优化，基本建立了以岗位价值 为基础的薪酬分配机制，同时完成了薪 酬结构调整，优化了定薪及调薪模型并丰 富了企业薪酬激励手段，整体构建了一套基本符合 C 集团本部实际情况的薪酬体 系优化方案。最后，将优化前后的薪酬体系进行对照比 较并总结了本次薪酬体系 优化过程中存在的不足及未来需要重点关注的问题。 优化后的薪酬体系一定程度上适应了 C 集团本部现阶段的发展状况，缓解了 企业现行薪酬体系中 存在的主要矛盾，期望能为其他状况类似企业提供些许借鉴。 关键词：薪酬体系，岗位价值评估，优化ABSTRACT II ABSTRACT Compensation system is an vital force for the development of a company, which needs to be adjusted constantly at each stage of the company's development to adapt enterprise strategy. In this paper, based on the actual research of Group C headquarters and guided by the relevant theory of salary management, compensation system of the enterprise is optimized by means of hierarchical employee interview, salary questionnaire survey, post value evaluation methods. Group C headquarters is taken as the research object of salary system optimization. Aiming at understanding the effective information of the company , firstly, learning about the theorems of the salary system design and job value evaluation, providing a series of theoretical foundation and method support for a optimizing the corporate compensation system. Secondly, collecting the existing human resources data of C group headquarters, and in order to make employees accepting the optimized compensation system easily, through the employee interviews and salary questionnaire surveys to learn more about employees expectations. After a comprehensive diagnosis of the current compensation system of the C group headquarters, it is analyzed that the current salary system of the C group headquarters has many problems such as the salary system does not match the development of the enterprise, unreasonable salary structure, unscientific new employee salary decision mechanism and salary adjustment, and single incentive methods. Next, on the basis of salary theories，combing with the employees suggestions from employee interviews and salary questionnaire surveys, and then solving the existing problems individually. Meanwhile, we established a salary distribution mechanism based on job value, completed the adjustment of the salary structure, optimized the new employee salary decision mechanism and salary adjustment models, and enriched the corporate salary incentives. A set of salary system that basically conforms to the actual situation of the C Group headquarters. Finally, compare the current compensation system with optimized one, and summarize the shortcomings in the optimization process of the compensation system and the issues that need to be focused in the future. To a certain extent,the optimized compensation system adapts to the current development status of the C Group headquarters and alleviates the main contradictionsABSTRACT III in the existing compensation system, which is expected to provide some reference for other companies in similar situations. Keywords: Salary system，job value evaluation，optimization目录 IV 目 录 第一章 绪 论.....................................................................................................................1 1.1 研究背景和意 义.................................................................................................1 1.2 研究主要内 容.....................................................................................................2 1.3 研究思路及方 法.................................................................................................2 第二章 薪酬体系设计的理论基 础.................................................................................5 2.1 薪酬概 述.............................................................................................................5 2.1.1 薪酬体 系.................................................................................................5 2.1.2 薪酬的基本构 成.....................................................................................6 2.1.3 薪酬水平的影响因 素.............................................................................6 2.2 岗位价值评 估.....................................................................................................7 2.2.1 岗位价值评估的概念及作 用.................................................................7 2.2.2 岗位价值评估的基本方 法.....................................................................7 2.3 薪酬体系的设 计.................................................................................................7 2.3.1 薪酬体系的设计原 则.............................................................................8 2.3.2 薪酬体系的设计流程与方 法.................................................................9 第三章 C 集团本部薪酬体系现状及问题分 析............................................................12 3.1 C 集团概 况........................................................................................................12 3.1.1 公司简 介...............................................................................................12 3.1.2 公司人力资源现 状...............................................................................13 3.2 C 集团本部薪酬体系现 状................................................................................17 3.2.1 薪酬制度简 介.......................................................................................17 3.2.2 薪酬结构及水 平...................................................................................17 3.2.3 定薪及调薪方 式...................................................................................21 3.2.4 薪酬激励手 段.......................................................................................22 3.3 C 集团本部薪酬体系访谈调 研........................................................................23 3.3.1 开展员工访 谈.......................................................................................23 3.3.2 员工访谈结 果.......................................................................................24 3.4 C 集团本部薪酬体系问卷调 查........................................................................25 3.4.1 问卷设计与发 放...................................................................................25 3.4.2 问卷调查结 果.......................................................................................25目录 V 3.5 C 集团本部现行薪酬体系主要问 题................................................................28 3.5.1 薪酬分配与岗位价值脱 钩...................................................................28 3.5.2 薪酬结构设置不合 理........................