随着企业的运作管理日渐规范，人力资源的有效开发和科学管理逐渐成为企业乃
至区域发展的一个至为关键的因素，而作为人力资源的有效性开发和科学管理的核心
关键组成项-薪酬管理，则是我们不容忽视的的极为重要的组成部分。其最大的效用
就在于留存英才和吸引优质优秀的精英，激励他们在追求并且充分实现自身价值的同
时能够达成企业组织及相关利益者的利润最大化，是对员工是否愿意加入一家公司并
且继续留任的决定性因素。被誉为人力资源有效开发和科学管理中最关键核心的经济
参数-薪酬管理，在得到合理设计和充分实施的前提条件下能够来带领并引导人力资
源管理向合理正确的方向前进，从而实现个人和企业组织终极目标的价值最大化。华
为技术有限公司，目前是全世界公认的最大的电信网络解决方案的供应商、全球排名
第二大的电信基站设备的提供商，华为之所以能够取得现今如此傲人的成就，不可否
认的正是由于实施了具有竞争性的薪酬管理战略，从而使得企业获得迅速的长足发展
并且跻身于通讯设备行业的龙头老大的领先行列。具有竞争性的合理薪酬架构体系，
是充分有效地确保一家企业在动态前进中的合理有序性的必要条件，也是促使企业核
心竞争力的提高，提升员工的荣誉自豪感，推动企业的茁壮发展核心因素。

据调查，目前中国高新企业在薪酬管理这一块工作当中仍然存在很多不够完善的
方面，也突显出不少甚至会严重威胁到企业长期发展的弊病，这些问题的持续蔓延势
必会严重阻碍和影响到企业的快速成长和正常发展，乃至间接影响到我国国民经济的
增长。因此，适度调整和完善薪酬管理手段和制度，对我国高新企业来说已是迫在眉
睫。企业要想在如此激烈的市场竞争中获得竞争优势，就必须稳住军心，鼓舞士气，
而提供合理的薪酬给予，则是众多手段当中的重中之重，原因在于能否制定出具有竞
争力的薪酬制度，对于招用、留用、激励和维系贤才为组织全力服务，提高员工对于
雇主的满意度和企业对组织的强烈归属感，促使员工保质保量地完成组织分配的任务
来说都是核心关键点。

因此，本文拟以中国深圳的华为技术有限公司在薪酬管理方面的显著特色为例，
进行深入的探讨和研究。本文将剖析华为在取得今天举世闻名的成就的过程中，人力
资源的薪酬管理是如何起着重要的促进作用，从而在竞争如此激烈的市场环境中依然
保持强势的竞争优势，进而决胜领跑今后数十年的。本文将从华为的薪酬战略、薪酬
制定原则、薪酬体系设计、薪酬结构管理和薪酬制度管理等，进行具体、深入的调查
研究和分析，总结出若干可供其他类似的企业参考借鉴的思路和方法，同时也会客观
地概括出华为薪酬制度目前存在的一些有待改进的不足之处。

关键词：
薪酬管理，中国，高新企业，薪酬体系
Abstract
The thesis is aimed at analyzing how does hi-tech enterprise realizes success by
implementing best practice of compensation management, together combined with writer’s
3 years’ working experiences in compensation consulting industry.
With the enterprise operation and management increasingly standardized, effective
human resource development and scientific management enterprises has become a key
factor in enterprises or even regional area, and compensation management is a very
important component in the human resources development and management. As an
important core component in the human resources development, one of the biggest effects
of compensation management is to retain and attract high quality talent, motivate them to
realize their own value and achieve organization's benefit maximization, which is the
decisive factor of whether talents willing to join in your company and stay for a long while
or not. Compensation management is using the core economic parameters of the human
resources to lead the human resources step forward by a reasonable direction, thereby
achieving the organization's maximized profit. Currently as the world's largest
telecommunications network solutions provider, the world's second largest telecom base
station equipment suppliers, the reason of why Huawei Technology Limited could achieve
such a proud achievement is because it’s implementation of a competitive compensation
management strategy. A good salary structure system will effectively ensure an enterprise
developing reasonably and orderly, enhance the core competitive edge of enterprises and
employees’ sense of pride, and also keeping growing.
At present, China's high-tech enterprises pay management still exist many problems,
these problems seriously hinders the development of enterprise, and indirectly affect the
development of economy of our country, to establish or adjust the new salary management
methods for Chinese enterprises is extremely urgent. The enterprise wants to win in the
market competition, they must provide a reasonable salary offer which could attract,
motivate, and maintain the outstanding talent to serve for the organization, improving
employees’ engagement and organizational sense of belonging.
Therefore, this paper intends to launch in-depth discussion and research of the
significant features of salary management in China Shenzhen Huawei Technology Limited
Corporation. We will begin to focus on studying how compensation management could
promote the business improvement of Huawei, and making Huawei remaining strong
competitive advantage in home and abroad market. Specific from Huawei compensation
strategy, compensation principle, design of salary system, salary structure and salary
management system management, in-depth investigation and analysis, summed up some
available suggestions for other similar enterprise, but also raise some constructive
advisements for solving Huawei’s potential salary related problems.
Keyword
Compensation management, China, Hi-tech enterprise，compensation system