随着全球经济的逐步发展，中国企业近几十年来飞速发展，国内企业如雨后春笋 般层出不穷，国有企业与这些新兴企业不断竞争。从表面上看，各企业之间是战略发 展层面的竞争以及资源占用、渠道走向的竞争，实际上，各企业的竞争是人才之间的 竞争。如何挽留住人才使企业得到壮大及发展是人力资源管理中的重要问题。事实上， 在国有企业中很多人才收入与工作付出不成正比，工资分配上依旧存在严重的平均主 义，究其缘由不仅是企业岗位定编存在漏洞，更多是在薪酬管理上有缺陷，比如薪酬 激励体系失效，激励不及时等问题。KF公司属于国有企业，自1992年成立以来业绩 突飞猛进，辗转20余年，2014年公司开始出现人才大规模跳槽现象，公司整体业绩 直线下滑。为稳定KF公司人员结构，其薪酬管理问题有待完善。 本文以KF公司为例，基于工资理论、激励理论及薪酬管理理论研究对该公司薪 酬管理问题进行研究。本文首先对课题研究背景、意义等相关内容进行阐述。然后针 对工资理论、激励理论及薪酬管理理论进行概述，其次，通过问卷调查和实地访谈发 现了KF公司存在绩效考核弊端多、部门奖金分配不合理，员工满意度不高以及没有 明确的提拔制度等主要问题。再次，在明确KF公司薪酬管理优化原则的基础上，进 行岗位分析、绩效评价与考核基础上的节能型薪酬结构优化。最后，针对KF公司薪 酬管理优化的实施，从组织、制度、文化三个方面提出保障措施，同时也提出实施过 程中应防范的问题。期望本文的研究能够对完善KF公司薪酬管理提供参考借鉴。 关键词：薪酬；激励；薪酬管理 辽宁石油化工大学硕士学位论文 III ABSTRACT Withthegradualdevelopmentoftheglobaleconomy,Chineseenterpriseshave developedrapidlyinrecentdecades,anddomesticenterpriseshavesprungupinendlessly. Thestate-ownedenterprisesconstantlycompetingwiththesenewenterprises.Onthe surface,thecompetitionamongtheenterprisesisthecompetitionofthestrategic developmentlevel,thecompetitionofresourceoccupationandthecompetitionofthe channel.Infact,thecompetitionamongtheenterprisesisthecompetitionamongthe talents.Howtoretainpeopleisanimportantprobleminhumanresourcemanagement.In fact,instate-ownedenterprises,theincomeofmanytalentsisnotproportionaltotheir work,andthereisstillaseriousaveragewagedistribution.Thereasonisnotonlythat thereareloopholesinthejobarrangementofenterprises,butalsothattherearedefectsin themanagementofcompensation,suchasthefailureofthesalaryincentivesystemandthe lackofpromptincentive.KFisastate-ownedenterprise,anditsperformancehasincreased byleapsandboundssinceitsestablishmentin1992.Over20years,in2014,thecompany begantolarge-scalejob-hoppingphenomenon,theoverallperformanceofthecompany plummeted.InordertostabilizethepersonnelstructureofKFCompany,itssalary managementneedstobeimproved. TakingKFCompanyasanexample,thispaperstudiesthecompensationmanagement ofKFCompanybasedonsalarytheory,incentivetheoryandsalarymanagementtheory.In thispaper,theresearchbackground,significanceandotherrelatedcontentareexpounded. Thenthesalarytheory,incentivetheoryandsalarymanagementtheoryaresummarized. Secondly,throughthequestionnairesurveyandfieldinterviews,itisfoundthatKF companyhasmanydrawbacksofperformanceappraisalandunreasonabledistributionof departmentalbonuses.Lowemployeesatisfactionandlackofaclearpromotionsystem andothermajorissues.Thirdly,onthebasisofclarifyingtheprincipleofsalary managementoptimizationinKFCompany,thepostanalysis,performanceevaluationand evaluationarecarriedout.Optimizationofenergy-savingcompensationstructure.Finally, aimingattheimplementationofsalarymanagementoptimizationinKFCompany,the paperputsforwardthesafeguardmeasuresfromthreeaspectsoforganization,systemand 辽宁石油化工大学硕士学位论文 IV culture,andalsoputsforwardsomeproblemsthatshouldbepreventedintheprocessof implementation.Itisexpectedthattheresearchinthispapercanprovidereferenceforthe improvementofKFcompensationmanagement. KeyWords：Salary；Incentives；Compensationmanagement 辽宁石油化工大学硕士学位论文 1 目录 1绪论............................................................................................................................4 1.1研究背景及意义.............................................................................................4 1.1.1研究背景.............................................................................................4 1.1.2研究意义.............................................................................................4 1.2国内外研究现状.............................................................................................5 1.2.1国外研究现状.....................................................................................5 1.2.2国内研究现状.....................................................................................6 1.3研究的内容及方法.........................................................................................6 1.3.1研究内容.............................................................................................6 1.3.2研究方法............................................................................................9 1.4论文创新点....................................................................................................9 2相关理论概述..........................................................................................................10 2.1薪酬及薪酬管理基础知识...........................................................................10 2.1.1薪酬的概念.......................................................................................10 2.1.2薪酬管理的内容...............................................................................10 2.2薪酬管理理论综述.......................................................................................11 2.2.1工资理论...........................................................................................11 2.2.2激励理论...........................................................................................11 2.2.3薪酬管理理论..................................................................................12 3KF公司的薪酬管理现状.........................................................................................14 3.1KF公司情况简介.........................................................................................14 3.1.1KF人力情况简介.............................................................................14 3.1.2KF公司机构设置.............................................................................15 3.1.3KF公司业务情况简介.....................................................................15 3.2问卷调查......................................................................................................16 3.2.1调查问卷的设计..............................................................................16 KF公司薪酬管理问题研究 2 3.2.2调查问卷的实施..............................................................................17 3.2.3调查问卷的信度及效度分析..........................................................17 3.2.4问卷调查结果及分析......................................................................19 3.3实地访谈......................................................................................................24 3.3.1访谈对象及内容..............................................................................24 3.3.2访谈结果及分析..............................................................................24 3.4KF公司薪酬管理上存在的问题.................................................................25 3.4.1薪酬制度不符合公平理论...............................................................25 3.4.2绩效考核弊端重重...........................................................................25 3.4.3部门奖金分配不合理......................................................................26 3.4.4没有明确的晋升制度.......................................................................27 4KF公司薪酬管理优化方案.....................................................................................29 4.1KF公司薪酬管理优化原则.........................................................................29 4.1.1薪酬管理与晋升通道接轨..............................................................29 4.1.2薪酬方案设计要体现出公司战略..................................................29 4.1.3薪酬改革方案实施过程中