本文在对洛阳 ATS 公司技术型员工的薪酬现状、薪酬满意度调查的基础
上，指出该公司现有薪酬体系存在薪酬结构单一、外部和内部公平性差、福利制
度等同，激励效应缺失等问题，说明 ATS 公司薪酬体系优化的必要性和紧迫
性。
在 ATS 公司薪酬体系优化设计中，首先，根据薪酬体系设计的一般原则和
ATS 公司的薪酬战略，对技术型员工进行了工作分析和岗位评价，并进行了薪
酬调查，确定了影响技术型员工薪酬水平的主要因素。其次，重新规划了 ATS
公司的薪酬激励方案，在新的薪酬方案中对岗位工资按岗位级别进行了重新设
计，将绩效工资与岗位工资按比例挂钩，提高个人业绩与企业业绩的相关性，同
时进一步强化了工龄工资、加班工资、福利待遇的公平与合理性。最后，提出了
完善绩效考核体系、建立良好的薪酬沟通机制、强化相关制度的激励效应等薪酬
体系实施的保障措施。
关 键 词：ATS 公司，技术型员工，薪酬体系，绩效工资
论文类型：应用研究Subject: Optimization Design on ATS Skilled Workers’
Compensation System
Specialty: MBA
Name: Xie Jingjing
Supervisor: Associate Professor Qingxiao Wang
ABSTRACT
Since the second half of 2011，due to the blind expansion and over output of
China's PV industry a few years ago，the product prices decline rapidly．Besides，
the United States and the European Union has put on a double reverse sanction on
China’s PV industry，causing the situation even worse．As one of the PV companies
ATS Company has many technical workers and play a pivotal role in the business
transformation．It is of great strategic significance to have a scientific and practical
remuneration system in order to attract and retain the technical staff， mobilize their
enthusiasm for work and creativity and enhance the company's competitive
advantage．This paper aims to establish an efficient and fair remuneration system to
better play the technical staff's enthusiasm，encourage technical staff to improve
individual performance ， which can contribute to a higher pay and promotion
opportunity．
Based on the company's salary system and satisfaction research of the skilled
staff， this paper points out that the company's existing remuneration system has the
problems of a single pay structure，low external and internal equity， poor welfare
system and lack of incentive effect．As a result，it is necessary and vital for ATS to
optimize the salary system．
In the optimization design process，first of all，based on the general salary-
design system，we have done a work analysis and salary research，then finally we
have the main factors that can affect the salary system．Secondly，we have re-
planned ATS ' incentive compensation plan．In the new program，we re-design the
post level and combine the performance salary to the post salary in order to improve
the individual performance ． Also ， we have mentioned the fairness and
reasonableness on the seniority wage，overtime pay and the benefits．Finally，we
have put forward some safeguards to better the performance appraisal system，
establish a good salary communication mechanism and strengthen the incentive effects
of related systems．
KEY WORDS: ATS，Technical Staff，Salary System，Merit Pay
Dissertation Type: Applied research
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