摘 要
HSY 公司是一家具有独立法人资格的国家甲级勘察资质的地质勘察设计公司。它成
立于 1996 年，隶属于 H 省水利勘测设计研究院（总院），并由该院出资，在该院原下
属机构之一——岩土处的基础上组建起来的，该研究院成立于 1956 年，是一个以水利
水电为主，集勘察测绘、设计、研究、施工、监理、总承包等多种业务于一体的综合性
勘测设计单位。50 多年来，该院承担了 H 省内及省外各大江河流域、区域的水利水电
开发规划，完成了百余座大中型水库、水电站的勘测和设计任务，完成了多项防洪工程
的规划设计，为 H 省水利事业的发展做出了卓越的贡献。

HSY 公司主营业务是工程地质勘察、岩土工程勘察、地下水资源开发与评价等，公
司员工主要分为管理人员、地质专业技术人员和钻探工人等三种。地质专业技术人员是
HSY 公司的主要生产力量和技术力量，是公司的核心群体，公司每年产值的 80%-90%
都是他们创造的，可以说他们对公司作出了巨大贡献，但由于公司现行体制、制度等的
多种原因，他们只能享受和其他非技术员工一样或不及的薪资待遇，且工资水平均低于
省内外同行业技术人员市场平均水平。

薪酬管理的执行效果将直接影响到公司的人力资源管理工作，并同企业的一切生产
经营工作相关联。科学的薪酬管理对企业的发展具有重要的意义。薪酬管理作为企业管
理的一种手段，其最终目的是建立科学高效的、具有企业特色和个性化特色的薪酬体系。

薪酬管理体系的构建，能够有效调动企业各方面的积极性，吸引人才，促进企业的全面
发展。

本文以 HSY 公司地质专业技术人员的薪酬管理为例，从公司地质专业技术人员的
薪酬管理现状、存在问题出发，对 HSY 公司地质专业技术人员薪酬管理和激励机制存
在的问题进行了深入细致的分析，并运用宽带薪酬的相关理论对公司地质专业技术人员
的薪酬管理体系进行了重新设计，提出了构建地质专业技术人员宽带薪酬体系的设计方
案、意见和建议，为公司的可持续发展奠定了基础。

关键词：薪酬管理；地质专业技术人员；宽带薪酬；Abstract
HSY Company, with an independent legal person qualification and the Class-A national
qualification of geological survey, mainly deals in geological survey and design. Founded in
1996, and belonging to the Investigation and Design Institute of Water Resources and
Hydro-power of H Province (Headquarters), HSY Company is funded by the Institute and
based on Yantu Department that is one of the Institute’s affiliates. The Institute, founded in
1956, is a comprehensive investigation and design unit which mainly deals in the water
conservancy, hydro-power engineering, and several services such as surveying and mapping,
design, research, construction, supervision, contracting, etc. Over the past 50 years, it have
taken on a great many plans on the development of water conservancy and hydro-power of
the major rivers’ and lakes’ basins inside and outside H Province, and completed investigation
and design of hundreds of large and medium reservoirs, and hydro-power stations, as well
as flood control projects. So it makes many outstanding contributions to the development of
water conservancy in H Province.
HSY Company’s main business is engineering geological exploration, geotechnical
engineering prospecting, groundwater resources development and evaluation. The staff of
HSY Company is mainly divided into three parts, that is, management personnel, geological
technicians and workers. The geological technicians are the core of the company, who almost
create 80%-90% of the annual production. In other words, they make outstanding
contributions to the company. However, because of various reasons such as the system, they
only earn as much as other non-technicians and their salary is lower than the average of the
technicians inside and outside H Province.
The executive effects of compensation management will directly affect the company's
human resources management and is associated with all the production and operation of
enterprises. Scientific compensation management is of great significance to development of
the enterprise. As a means of enterprise management, the ultimate aim of salary system is to
establish a scientific and efficient system with enterprise and personal features. Through the
construction of compensation management, the staff initiative can be aroused, and talents can
be attracted to promote the comprehensive development of the company.