上海紫泰物业管理公司薪酬激励体系设计研究 当今社会科技、智力的竞争,归根结底是人才的竞争。现代公司面临的管理 方面的问题主要是世界经济一体化的问题、科技进步的问题、人才成本制约问 题。物业行业发展至今已有近40年，随着物业企业面向多元化的发展，人力资 源方面已经显得越来越重要，很多企业的战略发展已经受到了物业行业人才的 制约，进入到了人力资源发展瓶颈期。 论文以上海紫泰物业管理有限公司为研究对象，针对该公司目前的薪酬激 励体系现状，借鉴及运用国内外多种薪酬激励理论，从而设计出符合该公司发 展战略及人力资源规划的薪酬激励体系。论文首先以物业行业的发展现状作为 研究背景，从中总结出研究该行业薪酬激励体系的意义；再对各类薪酬激励方 面的理论及文献进行陈述，并将此作为写作的参考；然后针对上海紫泰物业管 理有限公司薪酬体系现存的问题分析其原因；最后提出紫泰物业公司的薪酬激 励体系设计模型，并根据此模型从四个不同的纬度展开薪酬激励体系的优化措 施；最终通过一系列的薪酬激励体系的实施方案及保障措施，确保设计后的薪 酬激励体系能够顺利执行。 公司设计的薪酬激励体系要与相关管理制度配合实施，只有科学的执行， 才能充分发挥薪酬激励体系的效果。要配合企业的发展战略和人力资源管理规 划及时做出调整，有全局发展的理念，从优化员工队伍的整体结构和培养优秀 人才的观点出发，引导员工一步一步地转变传统观念，与时俱进，不断创新， 有效地发挥激励体系的公平竞争和激励进取机制。企业应该重视人才，为了企 业的发展和利益，要合理地运用薪酬激励体系，协调企业战略，让更多的优质 力量加入到紫泰物业公司中来。当然，仅仅在薪酬上做出改变，效果不会立即 改变。企业还需适当加强管理，合理做出战略部署，加强市场竞争力，为员工 形成良好的工作氛围，满足员工在物质和精神上的合理要求，形成了良好工作 II 环境，这样才能留住人才，提升企业的综合能力。 在科学的设置岗位制度的前提下，遵守公开公正透明原则，真正做到上行 下施，通过员工岗位综合素质胜任度评价机制，按照岗位、员工素质及绩效管 理薪酬，做到合理有度公平公正。不断的完善和改进公司岗位的工作评价分析， 加强岗位评价的实用性和真实可靠性，以此从各个岗位责任到人，工作量化， 从而真正达到激励员工留住人才的作用。 薪酬激励体系的设计只是薪酬变革的理论部分，并不能代表薪酬激励体系 改革的成功。为了保证薪酬激励体系的改革成果和效果见证，就要设计出一套 合理有效的薪酬激励体系实施方案和保障措施，并及时根据环境变化而做出相 应的调整。 关键词： 物业管理，薪酬激励，宽带薪酬 III Abstract Study on the Design of Compensation Incentive System of Shanghai Zitai Property Management Company The competition of science and technology and intelligence in today's society is ultimately the competition of talents. The management problems facing modern companies are mainly the problems of world economic integration, the problems of scientific and technological progress, and the problems of personnel cost constraints. The property industry has been developing for nearly 40 years. With the diversified development of property enterprises, human resources have become more and more important. The strategic development of many enterprises has been constrained by the talents of the property industry and has entered the bottleneck of human resources development. This paper takes Shanghai zitai property management Co., Ltd. as the research object, according to the current situation of the company's compensation incentive system, draws on and applies various domestic and foreign compensation incentive theories, and thus designs a compensation incentive system that conforms to the company's development strategy and human resources planning. Firstly, taking the development status of the property industry as the background of research, the paper summarizes the significance of studying the compensation incentive system of the industry. Then the theory and literature of various kinds of compensation incentives are stated and this is used as a reference for writing. Then it analyzes the reasons of the existing problems in the compensation system of Shanghai Zitai Property Management Co. Ltd.. Finally, the design model of the compensation incentive system of Zitai Property Company is put forward, and according to this model, the optimization measures of the compensation incentive system are carried out from four different latitudes. Finally, through a series of implementation plans and safeguards of the compensation incentive system to ensure that the design of the compensation IV incentive system can be successfully implemented. The compensation incentive system designed by the company should be implemented in conjunction with the relevant management system. Only scientific implementation can fully bring into play the effectiveness of the compensation incentive system. It is necessary to make timely adjustments to the development strategy and human resources management planning of enterprises, have the overall concept of development, start from the viewpoint of optimizing the overall structure of the workforce and training outstanding talents, and guide employees to change traditional concepts step by step, so as to keep pace with the times. We will continue to innovate and effectively bring into play the fair competition and incentive mechanism of the incentive system. Enterprises should pay attention to talents, for the development and interests of enterprises, we should rationally use the compensation incentive system, coordinate corporate strategies, and allow more quality forces to join Zitai Property Company. Of course, just making a pay change won't change immediately. Enterprises also need to properly strengthen management, make strategic deployment, strengthen market competitiveness, create a good working atmosphere for employees, meet the reasonable requirements of employees in material and spiritual, and form a good working environment, so as to retain talents and enhance the comprehensive ability of the company. Under the premise of scientifically setting up the post system, we must abide by the principle of openness, fairness and transparency, and truly implement the downward application. Through the evaluation mechanism of the overall quality of the staff post, we can manage the remuneration according to the post, employee quality, and performance, and achieve reasonable and fair fairness. To improve and improve the job evaluation analysis of the company, strengthen the practicality and real reliability of the job evaluation, from the responsibility of each post to people, work quantification, so as to truly achieve the role of encouraging employees to retain talents. The design of the compensation incentive system is only a theoretical part of the compensation reform and does not represent the success of the compensation incentive system reform. In order to ensure that the reform results and effects of the V compensation incentive system are witnessed, it is necessary to design a set of reasonable and effective compensation incentive system implementation plans and safeguards, and make corresponding adjustments in accordance with the changes in the environment.