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摘要
在“双减”政策和市场竞争双因素影响下，教育培训行业面临全面洗牌，对教育机构
的运营管理水平提出了更高要求。与此同时，人力资源要素成为教育培训机构市场竞争力
的关键影响因素。本文以 S教育公司一线员工为案例，通过调查一线员工的绩效薪酬现状，
总结 S教育公司绩效薪酬存在的问题及原因，在此基础上有针对性地提出企业绩效薪酬制
度优化方案，从而不断完善 S教育公司企业的人力资源制度，激活一线员工工作积极性，
为带动 S教育公司更好的发展作出努力，为其他同类型企业的绩效薪酬改革提供借鉴。
本论文研究过程遵循发现问题、解决问题和验证解决效果的思路展开。首先，通过文
献法、资料归纳法整理课题的研究背景，梳理“绩效管理”、“薪酬管理”相关的研究文
献，整理本研究的关键概念和理论基础，作为课题研究的前提和基本参考。其次，以 S教
育公司为研究对象，对一线员工绩效薪酬管理现状开展研究，以访谈法和问卷法作为研究
方法，分析当前 S教育公司一线员工绩效薪酬管理现状，梳理在绩效和薪酬管理方面的问
题，探寻造成上述问题的成因。接着，根据平衡计分卡方法，设计 S教育公司一线员工绩
效薪酬管理的具体方案：从顶层设计角度，论述绩效薪酬的整体思路和前期准备工作；从
具体实施策略角度，针对绩效计划、绩效监控、绩效评价和绩效反馈应用四个方面开展具
体设计。最后，从组织保障、制度保障和培训保障方面提出对应保障措施，运用绩效薪酬
满意度问卷和业绩指标跟踪开展实施效果验证。
本次针对 S教育公司绩效薪酬的研究，提出了全新的薪酬优化方案，能够更好的提升
一线员工工作积极性，根据连续三个月的绩效薪酬满意度问卷反馈，论证绩效体系的综合
满意度由 65.2上升到 84.1；试点区域的分公司利润指标上升 8.5，基本达到预期效果。
关键词：绩效薪酬，激励机制，薪酬设计，薪酬管理
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Abstract
Influenced by the "Double Reduction" policy and market competition, the education training
industry is faced with an all-round shuffle, which also proposes higher requirements for the
operation management of educational institutions. At the same time, human resource has become a
key influencing factor for the market competitiveness among education training institutions. Taking
the first-line employee of S Education Company as the example, through the survey of the current
salary incentive status of its first-line employees, this paper summarizes the problems of the salary
incentive of S Education Company and related and causes. On this basis, targeted salary system
optimization plan for the company is proposed, aiming to continuously improve S Education
Company’s salary system, activate the first-line employees’ enthusiasm, facilitate S Education
Company’s development, and provide reference for the salary incentive reform in other peer
companies.
In the research process, this paper adopts the research idea of problem-finding, problem-
solving, effect verification. First, this paper organizes the research background through literature
method and information summary method, sorts out related research literature on "performance
management", "salary management", summarizes key concepts and theoretical basis as the research
premise and basic reference. Secondly, taking S Education Company as the research object, the
status quo of first-line employee performance salary management is investigated and analyzed
through interview method and questionnaire method. Then, problems in performance and salary
management are reviewed and relevant causes are investigated. Next, according to the theoretical
basis and thebasic method of performance management,S Education Company's first-line
employee performance salary management plan is designed. Specifically in terms of top design, the
overall idea of performance salary and preparatory work are discussed and designed from four
aspects of performance plan, performance monitoring, performance evaluation and performance
feedback application. In the end, corresponding protection measures are proposed from aspects of
organizational guarantee, institutional guarantee and training guarantee, the implementation effect
is verified using performance pay satisfaction questionnaire.
In this paper, through the research on the salary incentive of S Education Company, a new
salary optimization plan is proposed, which can better enhance the first-line employees’enthusiasm.
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