中齐集团从国内一家普通的民营地产公司，历经二十余年的奋斗，成长为一家香 港上市公司，其主营业务也随着战略升级由传统的二级房地产开发转型为一级土地整 理，进而向园区开发、产业市镇规划与建设进军。然而在企业战略不断升级、集团业 务多元化发展的背景下，除去业绩曾经带来的井喷式辉煌，其飞速发展背景下因管理 链条缺失而遗留的弊病则不断显现，最为根本也最为明显束缚企业发展的问题，即为 薪酬管理滞后而造成的内部人才的大量流失，及后续外聘人才的引进乏力。 论文以中齐集团石家庄平台公司的薪酬管理情况作为研究背景，采用案例说明的 方法，选取了具有典型特征的四个薪酬管理案例，并结合相关薪酬理论，对问题的成 因及对策进行深入剖析。论文中的四个案例分别反映了中齐集团在薪酬管理中缺乏有 效沟通与薪酬激励，缺少薪酬战略发展的前瞻性。在明确思路框架的前提下，一方面 通过大量阅读文献资料，寻找相关理论支撑，另一方面通过市场调研数据，为问题的 解决提供相关参考意见。在综合上述工作成果后，论文采用引出问题、分析问题、解 决问题的方法，从薪酬沟通、薪酬激励、薪酬战略布局等重要关键点着手，提出合理 的改进建议。 论文通过对中齐集团石家庄平台公司的薪酬案例分析、问题剖析，希望能更直观 的帮助企业意识到在行业人才竞争不断加大的背景下，其薪酬管理存在问题的严重 性，从而促进企业薪酬体系设计的科学变革及有效落地。 关键字：薪酬体系；薪酬激励；战略薪酬；案例研究 III ABSTRACT After more than 20 years of struggle, Zhongqi group has grown from an ordinary private real estate company into a Hong Kong listed company in China. Its main business is also transformed from the traditional second-level real estate development to the first-level land consolidation with the strategic upgrading, and then to the park development, industrial town planning and construction .However, under the background of continuous upgrading of enterprise strategy and diversified development of group business, the defects left by the lack of management chain under the rapid development background are constantly emerging, except the blowout brilliance brought by the performance. The most fundamental and obvious problem that hampers enterprise development is the large loss of internal talents caused by the lagging salary management and the lack of introduction of follow-up external talents. Dissertatio takes the compensation management situation of Shijiazhuang platform company of zhongqi group as the research background, introduces the method of case illustration, selects four compensation management cases with typical characteristics, and combines the relevant salary theories to deeply analyze the cause of the problem and the countermeasures. The four cases in the thesis respectively reflect the lack of effective communication and salary incentives in the compensation management of zhongqi group and the lack of forward-looking salary strategy development. On the premise of clear thinking framework, on the one hand, through to read a lot of literature to find relevant theoretical support; on the other hand, through market research data, relevant reference opinions are provided for the solution of the problem. After summarizing the above work results, thesis adopts the method of raising questions, analyzing problems and solving problems, starting from the key points such as salary communication, salary incentive and salary strategic layout, and puts forward reasonable suggestions for improvement. Through case analysis and problem analysis of compensation of shijiazhuang platform company of zhongqi group, this paper hopes to help enterprises more intuitively realize the seriousness of problems in compensation management under the background of increasing IV competition for talents in the industry, so as to promote scientific reform and effective implementation of enterprise compensation system design. Key words: compensation system; compensation incentives; Strategic compensation; A case study V 目 录 第一章 绪论..........................................................................................................................1 1.1 研究背景和意义.............................................................................................................1 1.1.1 研究背景..............................................................................................................1 1.1.2 研究意义..............................................................................................................2 1.2 研究思路和方法.............................................................................................................3 1.2.1 研究思路..............................................................................................................3 1.2.2 研究方法..............................................................................................................3 第二章 案例正文..................................................................................................................5 2.1 公司简介.........................................................................................................................5 2.1.1 中齐集团简介......................................................................................................5 2.1.2 石家庄平台公司简介..........................................................................................7 2.2 石家庄平台公司人力资源管理概况.............................................................................8 2.3 案例描述.........................................................................................................................9 2.3.1 等待回复的请示..................................................................................................9 2.3.2 有名无实的肖培................................................................................................10 2.3.3 人情化的考核“激励”....................................................................................12 2.3.4 一成不变的薪酬................................................................................................15 第三章 案例分析................................................................................................................17 3.1 理论依据.......................................................................................................................17 3.1.1 薪酬管理............................................................................................................17 3.1.2 薪酬沟通............................................................................................................17 3.1.3 薪酬体系设计....................................................................................................18 3.1.4 薪酬激励............................................................................................................18 3.1.5 战略薪酬............................................................................................................20 3.2 中齐集团薪酬管理体系发展历程...............................................................................21 3.2.1 薪酬管理体系的历史形成................................................................................21 3.2.2 薪酬体系现状与行业比对................................................................................22 3.3 石家庄平台薪酬管理问题及原因分析.......................................................................25 3.3.1 薪酬管理存在的问题........................................................................................25 3.3.2 问题存在的原因分析........................................................................................28 VI 第四章 薪酬管理改进建议................................................................................................29 4.1 畅通薪酬管理沟通渠道...............................................................................................29 4.1.1 重视平台与集团薪酬管理纵向沟通................................................................29 4.1.2 开展平台内部薪酬管理横向沟通....................................................................30 4.2 制定有效的薪酬激励措施.................................................................