薪酬管理是现代企业管理中一个重要的议题，为了能够吸引更多的人才加入公司的 发展，保有更多的人才不流失，许多公司都开始认识到了薪酬管理的重要性。互联网行 业作为近年来发展突飞猛进的行业之一，公司间的竞争也愈演愈烈，由于互联网行业的 轻资产特性，公司间的竞争归根到底会演变成为人才的竞争，因此有必要对互联网行业 的薪酬方案进行分析与研究。薪酬管理制度和薪酬体系设计是吸引及留住优秀人才，激 发基层员工工作积极主动性的关键因素，也是有效配置人力资源的重要举措。与此同时， 薪酬管理体系的设计不可盲目，需要科学的理论依据及全面的分析思考，是一个复杂的 工程，尤其是薪酬管理制度涉及到整个企业及由高到低各层员工的切身利益，既要根据 行业整体环境保持薪酬竞争力，又要考虑企业自身运营状况，控制人力成本的支出。与 此同时，也要保证薪酬制度的合理性及激励性，最大程度激发基层员工潜力，发挥主观 能动性，为企业创造更大的价值。 现在企业慢慢开始打造“以人为本”管理体系，建立了充满弹性的、多元化的薪酬 制度。这些政策可以激发员工的工作热情，提高企业人力资源的竞争优势，从而慢慢形 成企业文化，继而对外形成良好的竞争力。本文以 D 公司为范例，从理论层面运用薪酬 激励策略，探究我国互联网公司薪酬体系当下存在的种种状况，为以后互联网公司的薪 酬改革和薪酬管理提供了理论依据。 本文通过对 D 公司正在执行的薪酬激励机制进行实地调查，列举企业目前在管理上 存在的问题，并为企业优化薪酬管理的水平提供思路，为 D 公司能够更好地保留现有人 才并且吸引更多优质人才提供建议，继而提升公司在行业中的竞争力。同时，结合本文 的实际样本剖析，也许可以为国内有相似问题的互联网企业在员工激励薪酬激励的实施 上提供示例作用和借鉴意义。 论文共分为六个部分。 第一部分为绪论部分。对研究内容所涉及的研究背景、研究意义以及国内外当前针 对课题的研究进展进行梳理，介绍研究内容和研究方法。 第二部分为薪酬管理的相关概念及理论概述。针对本文研究内容所涉及到的基本概 念和理论，包括薪酬、薪酬管理的概念，以及当前薪酬管理的相关理论，包括激励理论 和现代薪酬管理理论进行梳理和阐述，为后续的研究内容奠定提论依据。 第三部分为对 D 公司基层员工薪酬管理现状进行分析。本部分介绍了 D 公司的基本 情况，包括对公司的介绍以及对当前公司的人力资源状况进行了阐述。其次针对公司的 薪酬管理现状，包括薪酬策略、结构、制度进行概述；再次通过对 D 公司基层员工问卷 调研结果进行分析，得出当前 D 公司基层薪酬体系存在的问题。 第四部分为 D 公司基层员工薪酬管理设计的优化方案。首先明确了方案的设计原则II 及思路，其次，介绍了 D 公司基层员工薪酬管理优化方案的设计流程，随后提出了 D 公 司基层员工薪酬结构优化的优化方案。 第五部分介绍了 D 公司在进行基层员工薪酬管理优化时所需要采取的保障措施，从 公司的制度、组织、文化等方面分别提出了要求。 第六部分为研究结论与展望。本节对前文的研究内容进行总结，并分析文中所研究 的不足，为后续的研究提供思路。 本文以 D 公司为研究对象，结合激励理论和现代薪酬管理理论，对 D 公司基层员工 的薪酬管理现状进行了分析，通过问卷调查的形式收集并整理出当前 D 公司基层员工薪 酬管理存在的问题，包括薪酬水平与市场脱节、薪酬激励作用不明显、薪酬调整机制设 计不完善以及薪酬福利形式单一四个方面的不足，并针对这些不足对 D 公司基层员工薪 酬管理进行了优化方案的设计。通过对设计原则、设计思路以及设计流程进行分析与制 定，针对 D 公司的薪酬结构，包括基础薪酬、浮动薪酬和福利分别进行了优化。同时为 了确保优化的效果，提出了一系列的保障措施，包括构建良好地沟通制度，完善薪酬优 化的制度，营造良好的激励氛围，建立完善的管理组织。本文以 D 公司为样本，对目前 我国互联网企业薪酬体系中诸多问题进行了分析与探讨，为以后互联网企业的薪酬管理 方面理论研究及相关的实践提供了一定的参考价值。 关键词：薪酬优化；互联网公司；薪酬激励；薪酬结构III Abstract Salary management is an important topic in modern enterprise management. In order to attract more talents to join the development of the company and keep more talents, many companies begin to realize the importance of salary management. As one of the industries with rapid development in recent years, the competition among companies is becoming more and more fierce. Due to the asset light nature of the Internet industry, the competition among companies will in the final analysis evolve into the competition of talents. Therefore, it is necessary to analyze and study the compensation scheme of the Internet industry.Salary management system and salary system design are the key factors to attract and retain excellent talents, stimulate the initiative of grass-roots employees, and also an important measure to effectively allocate human resources. At the same time, the design of the salary management system should not be blind, which needs scientific theoretical basis and comprehensive analysis and thinking. It is a complex project, especially the salary management system involves the vital interests of the whole enterprise and the employees from high to low levels. It should not only maintain the salary competitiveness according to the overall environment of the industry, but also consider the operation status of the enterprise itself and control the cost of human resources Out. At the same time, we should also ensure the rationality and incentive of the salary system, maximize the potential of grass-roots employees, play the subjective initiative, and create greater value for the enterprise. Now, the enterprise slowly starts to build a "people-oriented" management system, and has established a flexible and diversified salary system. These policies can stimulate the enthusiasm of employees, improve the competitive advantage of human resources, and gradually form corporate culture, and then form a good external competitiveness. This paper takes D company as an example, using the compensation incentive strategy from the theoretical level, to explore the current situation of the compensation system of Internet companies in China, which provides a theoretical basis for the future compensation reform and management of Internet companies. This paper makes a field survey of the salary incentive mechanism being implemented by D company, this paper enumerates the problems existing in the management of the enterprise at present, and provides ideas for the enterprise to optimize the level of salary management, so as to provide suggestions for D company to better retain the existing talents and attract more high-quality talents, and then improve the competitiveness of the company in the industry. At the same time, combined with the actual sample analysis of this paper, it may provide an example and reference for domestic Internet enterprises with similar problems in theIV implementation of employee incentive compensation incentive. The thesis is divided into six parts. The first part is the introduction. This paper reviews the research background, research significance and current research progress at home and abroad, and introduces the research content and research methods. The second part is the related concepts and theories of compensation management. According to the basic concepts and theories involved in the research content of this paper, including the concepts of compensation and compensation management, as well as the relevant theories of current compensation management, including incentive theory and modern compensation management theory, this paper combs and expounds them to lay a theoretical basis for the follow-up research content. The third part analyzes the current situation of salary management of basic level employees in D company. This chapter introduces the basic situation of company D, including the introduction of the company and the current situation of human resources of the company. Secondly, it summarizes the current situation of the company's compensation management, including compensation strategy, structure and system; thirdly, through the analysis of the results of the questionnaire survey on the grass-roots employees of D company, it gets the problems of the current grass-roots compensation system of D company. The fourth part is the optimization scheme of salary management design for the basic level employees of D company. First of all, the design principles and ideas of the scheme are clarified. Secondly, the design process of the optimization scheme of the salary management of the grass-roots employees in D company is introduced. Then, the optimization scheme of the salary structure optimization of the grass-roots employees in D company is proposed. The fifth part introduces the safeguard measures that D company needs to take when optimizing the salary management of grass-roots employees, and puts forward the requirements from the system, organization, culture and other aspects of the company. The sixth part is the research conclusion and prospect. This section summarizes the content of the previous research, and analyzes the shortcomings of the research in this paper, so as to provide ideas for the follow-up research. This paper takes D company as the research object, combines incentive theory and modern compensation management theory, analyzes the current situation of compensation management of grass-roots employees in D company, collects and sorts out the existing problems of current compensation management of grass-roots employees in D company through questionnaire survey, including the disconnection between compensation level and market, the lack of incentive effect of compensation, the imperfect design of compensationV adjustment mechanism and There are four deficiencies in the single form of compensation and welfare, and aiming at these deficiencies, the paper designs the optimization scheme for the compensation management of the grass-roots employees in D company. Through the analysis and formulation of design principles, design ideas and design process, the salary structure of D company, including basic salary, floating salary and welfare, is optimized respectively. At the same time, in order to ensure the effect of optimization, a series of security measures are put forward, including building a good communication system, improving the salary optimization system, creating a good incentive atmosphere, and establishing a perfect management organization.This paper takes D company as a sample, analyzes and discusses many problems in the current compensation system of Internet enterprises in China, and provides a certain reference value for the future theoretical research and related practice in the compensation management of Internet enterprises. Keywords: Salary optimization; Internet company; Salary incentive; Salary structureVI 目录 摘要................. I Abstract......... III 一、绪论............. 1 （一）研究背景和研究意义........ 1 1.研究背景. 1 2.研究意义. 2 （二）研究内容与研究方法........ 3 1.研究内容. 3 2.研究方法. 4 （三）国内外研究综述................ 4 1.国外研究现状综述................ 4 2.国内研究现状综述................ 5 二、薪酬管理的相关概念及理论概述........................... 7 （一）相关概念界定.................... 7 1.薪酬相关概念........................ 7 2.薪酬管理相关概念................ 8 （二）薪酬管理理论.................. 11 1.激励理论.............................. 11 2.现代薪酬管理理论.............. 13 三、D 公司基层员工薪酬管理现状与问题分析.......... 15 （一）D 公司基本情况概述....... 15 1.D 公司简介........................... 15 2.D 公司基层员工人力资源状况.......................... 16 （二）D 公司薪酬管理现状....... 17 1.薪酬策略.............................. 17 2.薪酬结构.............................. 18 3.薪酬制度.............................. 20 （三）问卷调查分析.................. 21 1.问卷调查设计...................... 21 2.问卷调查结果...................... 21 （四）D 公司基层员工薪酬管理存在的问题分析.. 31 1.薪酬标准与市场脱节.......... 31 2.薪酬奖励作用不明显.......... 32VII 3.薪酬调整设计不完善.......... 32 4.薪酬福利形式单一.............. 32 四、D 公司基层员工薪酬管理的优化设计方案.......... 34 （一）薪酬管理优化方案的设计原则..................... 34 （二）薪酬管理优化方案的设计思路..................... 34 （三）薪酬管理优化方案的设计流程..................... 35 1.薪酬策略的制定.................. 35 2.职务分析.............................. 36 3.岗位评价.............................. 36 4.薪酬调查.............................. 38 （四）薪酬结构的优化.............. 39 1.基础薪酬的优化.................. 39 （1）岗位工资........................ 39 （2）工龄工资........................ 39 （3）学历工资........................ 40 2.浮动薪酬的优化.................. 40 （1）绩效工资的优化............ 40 （2）提成的优化.................... 41 （3）年终奖的优化................ 41 3.福利方面的优化.................. 42 五、D 公司基层员工薪酬管理方案保障措施.............. 44 （一）构建良好的沟通机制...... 44 （二）完善薪酬优化的制度...... 45 （三）营造良好的激励氛围...... 46 （四）建立完善的管理组织...... 47 六、研究结论... 48