摘要
摘要
在现代社会企业的内部管理制度中，薪酬制度的地位可谓是重中之重。在激发员工
的创造力、提升工作效率，促进科研生产发展效率等各个方面都能起到非常重要的作用。
而军工科研院所是国家科技产业的基础，军工实力是一个国家的科创实力、制造实力的
体现，也代表着综合国力。专业技术人才是科研院所技术创新至关重要的战略资源，在
中兴、华为等私营科技类企业迅速崛起的今天，若想要形成新的竞争优势，Q研究所必
须主动调整经营战略、加大激励力度。根据科研院所自身的特点建立起区别于常规企业
薪酬体系的一套全新的薪酬管理理念，最大程度的发挥薪酬制度的正面影响。使其成为
现代国有科研院所充分利用人才资源关键手段，成为保持核心竞争力的有效工具。如果
能结合实际情况制定出一套符合Q研究所专业技术人员的薪酬制度，充分利用薪酬的激
励作用，就能让科研人员在实现个人工作提升的基础上，推动Q研究所整体的效益提升
和长远发展。
本文主要针对Q研究所专业技术人员对于现行的薪酬主观满意度和公平感作为研究
的出发点，利用问卷调查收集数据，结合理论模型，分析Q研究所现行薪酬体系中存在
的问题和漏洞。本次对Q研究所专业技术人员薪酬管理体系的改进设计，主要的目的在
于提升改善Q研究所内部管理水平，通过提高科研人员的工作积极性从而提高工作效率
与创新创造能力，使得研究所的科研生产效率和经济效益得到有效的提升，帮助Q研究
所实现跨越发展。同时也希望通过对Q研究所的薪酬管理体系改进探索，对当前处于经
营模式改革时期的国有科研院所薪酬改革起到一定的借鉴作用，具有一定的社会应用价
值。
关键词：薪酬制度；专业技术人员薪酬体系；薪酬激励；改进设计
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ABSTRACT
ABSTRACT
In the internal management system of enterprises in modern society, the position of salary
system is the top priority. It can play a very important role in stimulating employees' creativity,
improving work efficiency, promoting the development efficiency of scientific research and
production and so on. Military research institutes are the foundation of the national science
and technology industry. Military strength is the embodiment of a country's scientific and
technological innovation strength and manufacturing strength, and also represents the
comprehensive national strength. Professional and technical talents are crucial strategic
resources for technological innovation of scientific research institutes. Today, with the rapid
rise of private science and technology enterprises such as ZTE and Huawei, if you want to
form a new competitive advantage, Q research institute must actively adjust its business
strategy and increase incentives. According to the characteristics of scientific research
institutes, a new set of salary management concept different from the conventional enterprise
salary system is established to give full play to the positive impact of the salary system to the
greatest extent. Make it a key means for modern state-owned scientific research institutes to
make full use of human resources and an effective tool to maintain their core competitiveness.
If we can formulate a set of salary system in line with the actual situation of professional and
technical personnel of Q Research Institute and make full use of the incentive role of salary,
we can enable scientific researchers to promote the overall benefit improvement and
long-term development of Q Research Institute on the basis of personal work improvement.
This paper mainly aims at the professional and technical personnel of Q Institute's subjective
satisfaction with the current salary and sense of fairness as the starting point of the research,
uses the questionnaire to collect data, combined with the theoretical model to analyze the
problems and loopholes in the current salary system of Q Institute. The main purpose of the
improved design of the salary management system for professional and technical personnel of
Q Research Institute is to improve the internal management level of Q Research Institute,
improve the work efficiency and innovation and creativity by improving the work enthusiasm
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