摘 要
经济的全球化导致企业间的竞争日益激烈，企业之间的竞争其实质就是人才
之间的竞争。因此，现代企业兴衰成败的关键是如何吸引、留住企业所需的人才
以及充分发挥现有人才的潜力。企业人力资源管理中的薪酬管理是其核心内容，
因而很多学者开始把目光投向人力资源管理的薪酬管理，希望通过薪酬管理来帮
助企业赢得竞争优势，增强企业的竞争力。薪酬是企业在激励员工时采用的一个
非常重要的也是企业通常最常用的手段。即使是在薪酬总额相同的情况下，但是
如果说企业存在不同的薪酬结构，或者说企业所采用了不同的管理机制，或者企
业所使用不同的支付方式，最终取得的往往是不同的薪酬激励效果。企业要想使
得薪酬激励的效能达到最大化，激励效果达到最优，而且又能稳定员工队伍，这
是值得管理者高度关注的问题。

本文以 A 设计院的薪酬管理体系为研究对象，在界定了薪酬及其构成的基
础上，分析了薪酬的主要功能、影响因素，系统论述了薪酬管理的相关理论，通
过对 A 设计院的薪酬管理现状的描述以及薪酬管理中存在的问题的分析和不同
的薪酬激励模式的比较分析，依据薪酬设计的基本流程和原则，在设计院的发展
战略和现实状况的基础上总结出了薪酬体系设计的思路，重新设计该院薪酬体系
匹配当前发展状况。希望本文所提出的薪酬设计思路和模式对业内其他企业具有
一定的参考价值。

关键词： 薪酬管理 薪酬体系 宽带结构 岗位绩效薪酬体系
ABSTRACT
The economic globalization causes increasingly fierce rivalry between businesses,
which in fact is the talented person's rivalry. Therefore, attracting and retaining the
talented person whom the business needs and developing their potential become the
key of these prosperous modern businesses getting success or failure. The salary
management of business human resources is its nuclear contents. As a result a lot of
scholars start throwing vision to salary management of human resources management,
who hope to help a business to earn competitive advantage and strengthen the
competition ability of business through salary management. Though the salary is not
the only way that encourages employee, it is extremely important and the in common
used method. Under the condition of the same salary aggregate, different salary
structure, different management mechanism and different mode of payment, the effect
is usually different. So how to carry out maximizing of salary inspiriting capability
and make salary have the best inspiriting effect and be advantageous to the
stabilization of employee's troops, is a problem of being worth handler's deep
concern.
In this thesis, the author studied the salary management system of A design institute.
Based on defining Salary and it’s constitute and analyzing the main function of salary
and influence factor of salary, she deeply discussed related theory of salary
management. Through the analysis of state of salary and the analysis of the problem
existing in salary management and the contrast studies on the different salary
encourage mode, in accordance with the basic flow and principle of salary design,
according to the enterprise strategy and the realistic condition of the design institute,
the author put forward some solutions of the salary system design. Hope these ideas
may be some of values as a reference to other colleagues.
KEY WORDS：Salary Management, Salary System, Broad-Bond Structure, Post
Performance Salary System