摘要
在国内建筑领域中，勘察设计行业发展时间不长，但成长速度极快，且具有
巨大潜力，由于其市场规模持续扩大，企业将更多注意力放到了人才的吸引和培
养上，特别是在“十四五”规划中，国家明确提出：“要加快新型基础设施建设”，
必将推动勘察设计行业快速发展，为高技能专业人才提供更加广阔的就业机会，
企业在未来发展和战略布局中对于专业技能人才的竞争将更为激烈，直接影响企
业的长远发展。因此，企业只有不断完善已有的人力资源管理体制机制，提升自
身人力资源管理能力和水平，才能在激励的市场竞争中的保持自身优势。
本文研究对象是由事业单位改制后成立的建筑勘察设计企业，通过对该企业
薪酬管理现状的研究和分析，发现企业在薪酬管理水平、薪酬管理制度、薪酬管
理目标及薪酬管理结构方面存在一定问题，在企业薪酬体系基本框架不变的情况
下对企业的薪酬管理进行了优化，帮助企业解决在管理中遇到的问题，进一步激
发员工的主观能动性，提升人才的忠诚度和归属感，最大程度的挖掘员工价值。
关键词：勘察设计企业，人力资源管理，薪酬管理，优化
I

Abstract
In the field of domestic architecture, the survey and design industry has not
developed for a long time, but it grows at a very fast speed and has great potential. Due
to the continuous expansion of its market size, enterprises pay more attention to talent
attraction and training, especially in the "14th Five-year Plan", the state clearly stated:
"To speed up the construction of new infrastructure", will certainly promote the rapid
development of survey and design industry, to provide more broad employment
opportunities for highly skilled professionals, enterprises in the future development
and strategic layout for professional talent competition will be more intense, directly
affect the long-term development of enterprises. Therefore, only by constantly
improving the existing human resource management system and mechanism, and
improving their own human resource management ability and level, can enterprises
maintain their own advantages in the incentive market competition.
The research object of this paper is the construction survey and design enterprise
which was set up after the system reform of the public institution, it is found that there
are some problems in the salary management level, salary management system, salary
management objective and salary management structure of the enterprise, and the
salary management of the enterprise is optimized under the condition that the basic
frame of the salary system of the enterprise remains unchanged, to help enterprises
solve the problems encountered in management, further stimulate the subjective
initiative of employees, enhance the loyalty and sense of belonging to talent, maximize
the value of employees.
Key words: survey and design enterprise, human resource management, salary
management, optimize
II

目录
第一章绪论 ........................................................ 1
1.1选题背景..................................................... 1
1.2选题意义..................................................... 2
1.3国内外研究综述............................................... 3
1.3.1国外研究综述 ........................................... 3
1.3.2国内研究综述 ........................................... 4
1.3.3国内外研究评述 ......................................... 5
1.4研究方法..................................................... 6
1.5研究框架..................................................... 6
第二章相关概念和理论基础 .......................................... 9
2.1薪酬管理内容................................................. 9
2.2薪酬管理的目标.............................................. 10
2.3相关理论.................................................... 10
第三章 A建筑勘察设计公司薪酬管理现状分析 ......................... 12
3.1 A建筑勘察设计公司简介 ...................................... 12
3.2 A建筑勘察设计公司薪酬管理内容 .............................. 12
3.2.1薪酬总额管理 .......................................... 12
3.2.2薪酬水平管理 .......................................... 13
3.2.3薪酬制度管理 .......................................... 14
3.2.4日常薪酬管理 .......................................... 15
3.2.5薪酬目标管理 .......................................... 16
3.2.6薪酬体系管理 .......................................... 17
3.2.7薪酬结构管理 .......................................... 18
3.3 A建筑勘察设计公司薪酬管理存在的问题分析 .................... 19
3.3.1薪酬管理水平不科学 .................................... 20
3.3.2薪酬管理制度不健全 .................................... 20
3.3.3薪酬管理目标不明确 .................................... 21
3.3.4薪酬管理结构不完善 .................................... 21
第四章 A建筑勘察设计公司薪酬管理方案优化 ......................... 23
III
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