随着国家供给侧结构性改革不断推进，能源结构调整和优化的步伐加快，能 源企业面临着日益激烈的市场竞争，人力资源管理已经作为企业获取竞争优势的 核心因素，薪酬管理是人力资源管理的重要组成内容，关系到企业的持续健康稳 定发展。知识经济时代，人才是决定企业成败的关键因素，中层管理人员对企业 的发展起着至关重要的作用，他们的工作能力和工作态度将会直接影响企业的经 济效益，如何更好的稳定、激励企业中层管理人员，吸引优秀的企业外部人才， 为企业长期发展提供强大的人才队伍支撑，是企业面临的重要课题。 本文选取新能公司中层管理人员薪酬体系作为研究对象，深入研究学习了薪 酬概念及相关理论，采用问卷访谈法对中层管理人员进行了薪酬满意度调查，运 用问卷调查法、访谈法、文献研究法等研究方法，得出新能公司现行薪酬体系存 在的问题，包括薪酬缺乏内部公平性、薪酬激励效果差、薪酬体系缺乏长期激励 和福利设计单一。通过薪酬问卷调查，明确了薪酬体系优化设计的思路，在进行 职位分析以及岗位评估的前提下，引入宽带薪酬管理理念，对新能公司中层管理 人员薪酬体系进行优化设计，并对其实施效果进行评价，最后提出针对性的解决 意见。 本文希望通过对新能公司中层管理人员薪酬体系优化设计，解决薪酬体系中 存在的激励性不足的问题，提高中层管理人员的工作积极性和薪酬满意度，进一 步提升企业核心竞争力。 关键词：薪酬体系中层管理人员优化激励 西安建筑科技大学硕士学位论文 ResearchonCompensationManagementOptimizationof SalarySystemamongMiddleManagerinNewEnergy Company Specialty：BusinessAdministration Name：Fengrong Instructor：Zhaoerkui Abstract Withthecontinuousadvancementofthenationalsupply-sidestructural reformsandtheaccelerationofenergystructureadjustmentandoptimization, energycompaniesarefacingincreasinglyfiercemarketcompetition.Human resourcemanagementhasbecomeacorefactorforcompaniestoobtain competitiveadvantages.Salarymanagementisahumanresourcemanagement Theimportantcomponentsarerelatedtothesustainable,healthyandstable developmentoftheenterprise.Intheeraofknowledgeeconomy,talentisthekey factorthatdeterminesthesuccessorfailureofanenterprise.Middle-level managementpersonnelplayavitalroleinthedevelopmentofanenterprise. Theirworkingabilityandattitudewilldirectlyaffecttheeconomicbenefitsofan enterprise.Encouragingmiddle-levelmanagersofenterprises,attracting excellentexternaltalents,andprovidingastrongtalentteamsupportforthe long-termdevelopmentofenterprisesareimportantissuesfacingenterprises. ThisarticleselectsXinnengCompany'smiddlemanagementsalarysystem astheresearchobject,deeplystudiesandlearnsthesalaryconceptandrelated theories,adoptsthequestionnaireinterviewmethodtoconductasalary satisfactionsurveyonthemiddlemanagementstaff,andusesthequestionnaire surveymethod,interviewmethodandliteratureresearchmethodAccordingto otherresearchmethods,theexistingproblemsofXinneng'scurrentsalarysystem 西安建筑科技大学硕士学位论文 includethelackofinternalfairnessofthesalary,thepooreffectofsalary incentives,thelackoflong-termincentivesinthesalarysystemandthesingle welfaredesign.Throughthesalaryquestionnairesurvey,theideaof ??optimizingthedesignofthesalarysystemwasclarified.Underthepremise ofjobanalysisandjobevaluation,theconceptofbroadbandsalarymanagement wasintroducedtooptimizethedesignofthesalarysystemofthemiddle-level managementpersonnelofXinnengCompanyandcarryoutitsimplementation effect.Evaluation,andfinallygiveatargetedsolution. Thispaperhopestooptimizethedesignofthesalarysystemofthemiddle managementpersonnelofXinnengCompanytosolvetheproblemofinsufficient incentivesinthesalarysystem,improvetheworkenthusiasmandsalary satisfactionofmiddlemanagementpersonnel,andfurtherenhancethecore competitivenessoftheenterprise. Keywords：SalarysystemmiddlemanageroptimizationExcitation 西安建筑科技大学硕士学位论文 I 目录 1绪论................................................................................................................................1 1.1研究背景及意义..................................................................................................1 1.1.1研究背景....................................................................................................1 1.1.2研究意义....................................................................................................2 1.2国内外研究现状及综述......................................................................................2 1.2.1国外研究现状............................................................................................3 1.2.2国内研究现状............................................................................................3 1.2.3研究评述....................................................................................................5 1.3研究方法..............................................................................................................5 1.4研究内容与技术路线..........................................................................................6 1.4.1研究内容....................................................................................................6 1.4.2技术路线....................................................................................................6 2概念界定及理论基础....................................................................................................9 2.1薪酬及薪酬体系相关概念..................................................................................9 2.1.1薪酬的含义................................................................................................9 2.1.2薪酬的功能................................................................................................9 2.1.3薪酬体系的概念......................................................................................10 2.1.4薪酬体系的基本形式..............................................................................10 2.2中层管理人员的概念及特征分析....................................................................12 2.2.1中层管理人员的概念..............................................................................12 2.2.2中层管理人员特征..................................................................................12 2.2.3影响中层管理人员薪酬水平的因素......................................................13 2.3薪酬激励理论....................................................................................................13 3新能公司中层管理人员薪酬体系现状及存在问题分析.........................................15 3.1新能公司基本情况...........................................................................................15 3.1.1公司简介..................................................................................................15 3.1.2组织架构..................................................................................................15 3.2新能公司中层管理人员基本现状...................................................................16 3.2.1新能公司中层管理人员界定..................................................................16 西安建筑科技大学硕士学位论文 II 3.2.2公司中层管理人员现状..........................................................................16 3.3新能公司薪酬体系现状...................................................................................18 3.4新能公司中层管理人员薪酬满意度调查与分析............................................18 3.4.1薪酬访谈..................................................................................................19 3.4.2薪酬满意度问卷调查..............................................................................19 3.4.3薪酬满意度分析......................................................................................20 3.5新能公司薪酬体系存在的问题分析...............................................................21 3.5.1薪酬缺乏内部公平性..............................................................................21 3.5.2薪酬激励效果差......................................................................................22 3.5.3薪酬体系缺乏长期激励..........................................................................22 3.5.4福利设计单一..........................................................................................22 4新能公司中层