--I 摘要 当前，市场经济的发展速度正在逐步加快，企业之间对于优秀员工的竞争越来 越激烈，争夺优秀员工、提升现有员工的归属感是处于市场竞争大潮中的企业迫切 需要解决的重要问题。而薪酬体系设计的好坏直接影响企业员工的工作热情和工作 效率。完善的薪酬体系能使企业在激烈的环境变化中永远保持活力，在激烈的市场 竞争中维持稳定的优势。 首先，作者通过查阅国内外有关薪酬体系设计的文献资料、图书期刊，归纳了 人力资源和薪酬管理相关理论知识，总结私营企业运营中的先进经验和做法，对薪 酬管理相关概念和理论进行了系统性的梳理和研究。 其次，以秦皇岛骊骅淀粉股份有限公司为论文实践单位，通过对该公司的整体 概况、薪酬体系运行现状的深入分析，结合问卷调查和深度走访的结果，总结归纳 了该企业薪酬体系在设计和实施中存在的问题和不足。 再次，在上述薪酬制度的理论基础和企业走访的实践基础上，确立了秦皇岛骊 骅淀粉股份有限公司薪酬体系改进设计的总体目标以及应遵循的重点原则。并针对 发现的薪酬缺陷，提出了进一步优化原有薪酬体系的具体方案，以期为该公司提供 一定的借鉴作用，通过优化薪酬体系达到增加公司效益的最终目标。 最后，为保障优化后的薪酬体系能够有效运行，本文还提出了一系列的针对优 化后的薪酬体系的保障措施。 关键词：薪酬体系；优化设计；激励；骊骅淀粉股份有限公司 燕山大学工商管理硕士学位论文 -II- Abstract Atpresent,thedevelopmentrateofmarketeconomyisgraduallyaccelerating,the competitionandcompetitionformsbetweenenterprisesforoutstandingemployeesare becomingmoreandmorefierce.Thecompetitionofoutstandingemployeesandthe promotionofthesenseofbelongingofexistingemployeesaretheurgentproblemsthat enterprisesneedtosolveinthetideofmarketcompetition.Thedesignofthe compensationsystemdirectlyaffectstheworkenthusiasmandefficiencyofemployees. Theperfectcompensationsystemcankeeptheorganizationdynamicforeverinthefierce environmentchange,andmaintainthestableadvantageinthefiercemarketcompetition. First,theauthorsummarizesthetheoreticalknowledgerelatedtohumanresources andcompensationmanagement,andsummarizestheadvancedexperienceinthe operationofprivateenterprisesbyconsultingliteratureandbooksandperiodicalsat homeandabroadonthedesignofcompensationsystems.Thispapersystematically combsandstudiestherelatedconceptsandtheoriesofcompensationmanagement. Secondly,byanalyzingtheoverallsituationofthecompanyandtheoperatingstatus ofthecompensationsystem,thepaperanalyzestheproblemsanddeficienciesinthe designandimplementationofthecompensationsystemofthecompanythroughthe researchvisitsandquestionnairesurveyresults.Itprovidesthebasisforthefurther improvementofthecompensationsystem. Thirdly,basedontheabovetheoriesanddataanalysis,thispaperestablishesthe overallgoaloftheimprovementdesignofthecompensationsystemofQinhuangdao YupiaoCo.Ltd.andthekeyprinciplestobefollowed.Inordertoprovidethecompany withacertainreferencefunctionandachievetheultimategoalofincreasingthe company'sefficiencythroughoptimizingthecompensationsystem,thepaperputs forwardaconcreteplantofurtheroptimizetheoriginalcompensationsystem. Finally,inordertoensurethattheoptimizedcompensationsystemcanbeeffectively implemented,aseriesofmeasuresfortheimprovedcompensationsystemareput forward. Abstract --III Keywords:Optimizationdesign；Excitation；lihuastarchco.,LTD.Salarysystem 燕山大学工商管理硕士学位论文 -IV- 目录 摘要............................................................................................................................I ABSTRACT.................................................................................................................II 目录.........................................................................................................................IV 第1章绪论.............................................................................................................1 1.1研究背景与研究意义........................................................................................1 1.1.1研究背景.....................................................................................................1 1.1.2研究意义.....................................................................................................2 1.2国内外研究现状及述评....................................................................................2 1.2.1国外研究现状............................................................................................2 1.2.2国内研究现状............................................................................................4 1.2.3国内外研究评述........................................................................................5 1.3研究内容及方法................................................................................................6 1.3.1研究内容....................................................................................................6 1.3.2研究方法....................................................................................................7 第2章相关概念和理论.............................................................................................8 2.1薪酬的概念........................................................................................................8 2.2薪酬体系的概念................................................................................................9 2.3相关理论..........................................................................................................10 2.3.1公平理论...................................................................................................10 2.3.2赫茨伯格的双因素激励理论...................................................................11 2.4薪酬体系相关理论..........................................................................................12 2.4.1全面薪酬体系..........................................................................................12 2.4.24P薪酬管理模式.....................................................................................13 2.5本章小结..........................................................................................................14 第3章秦皇岛骊骅淀粉股份有限公司薪酬体系运行现状及问题分析..............15 3.1秦皇岛骊骅淀粉股份有限公司概况..............................................................15 目录 -V- 3.1.1公司整体概况.............................................................................................15 3.1.2公司人力资源现状分析.............................................................................15 3.1.3公司薪酬体系分析.....................................................................................18 3.2骊骅淀粉股份有限公司薪酬体系现状调查....................................................20 3.2.1问卷设计.....................................................................................................20 3.2.2公司薪酬体系问卷调查结果.....................................................................21 3.2.3深度访谈调查.............................................................................................27 3.3现行薪酬体系存在的问题................................................................................28 3.3.1基本工资标准不合理................................................................................28 3.3.2与绩效考核脱钩.......................................................................................30 3.3.3薪酬结构设置不合理...............................................................................30 3.3.4福利体系不健全.......................................................................................31 3.3.5薪酬提升空间小.......................................................................................31 3.4产生的问题原因分析......................................................................................31 3.4.1对人力资源的重视程度不够...................................................................31 3.4.2缺乏现代薪酬管理技术和方法...............................................................32 3.4.3薪酬总量投入不足...................................................................................32 3.4.4雇佣关系认识错误...................................................................................32 3