XK 地勘单位属于从事生产经营活动的地勘单位，改革目标是逐渐转变为企
业集团，走向市场化管理，而在改革过程中，一些问题也随之而来，如节能环保
问题、产业政策问题等。在这其中，企业人力资源管理问题更是唯有突出。就目
前而言，公司技术人员尚未稳定，工作环境差异大，工资待遇不平衡，人才流失
严重等。尽管单位采取了一些措施，但很多情况下还是沿用以前的薪酬及绩效考
核体系，因此内部人员工作积极性相对较低，也并未充分发挥创新驱动力
本文对 XK 地勘单位薪酬体系存在问题的研究主要采用理论分析和问卷调查
相结合的研究方法，针对该企业存在的问题提出切实有效的解决办法，为地勘
单位的可持续发展创设良好的条件。本文主要内容是对对薪酬的理论体系以及
国内外已有研究成果加以梳理，结合 XK 地勘单位薪酬体系现状薪酬的分析，总
结出单位薪酬满意度的影响因素，并通过问卷调查的形式探索影响薪酬满意度
的主要因素，并进行分析，然后，在此基础上根据薪酬体系优化的原则和流
程，对薪酬体系进行优化设计，并提供保障措施。最终帮助 XK 地勘单位对整体
薪酬体系做出优化调整，为公司人力资源体系的有效运行提供保障，为同类企
业薪酬体系的改革提供借鉴作用
关键词：地勘单位，薪酬体系，优化设计2
Abstract
After years of development and change, geological survey units have gradually
from the institutions, in the deepening of the institutional work, into enterprise groups.
From the nature is still a business unit, but from the inside, has been the
implementation of enterprise management model. After the reform of the enterprise in
the market economy environment, to seek survival and development, in the face of
fierce competition environment, whether to maintain competitiveness, smooth through
the trough, to achieve stable development, the most important thing is human factors.
For enterprises, all enterprises attach great importance to human resources, good
human resources is to maintain the key to sustainable business competitiveness. And
salary management issues the core work of human resource management. In the face
of increasingly fierce competition, how to design a scientific and effective, systematic,
competitive, and can fully mobilize the enthusiasm of the staff pay system is the most
important, but also the restructuring of enterprises to maintain the key to
competitiveness.
XK geological survey units are engaged in production and business activities of
the geological survey units, but with the geological industry down, the completion of
the reform of the system, many problems came into being, such as the country&39;s
industrial policy issues, security issues, energy saving and environmental issues , But
the more important issue is from the entire enterprise&39;s human resource management
issues. The stability of the company&39;s technical staff is poor, the working environment
is different, the wages are unbalanced, and the brain drain is serious. Although the
unit has taken some measures, but failed to establish a new and targeted scientific and
reasonable salary system, in many cases or follow the previous pay and performance
appraisal system to cause some staff work enthusiasm is not high, the enterprise&39;s
innovation ability is poor, Seriously affect the sustainable development of enterprises
and core competitiveness.
In this paper, the research on the existence of salary system of XK geological
prospecting unit mainly adopts the combination of theoretical analysis and case3
analysis, and puts forward effective and effective solution to the problems existing in
this enterprise, so as to guide the geological survey unit to effectively control the total
salary and give full play Salary incentive effect, improve the efficiency of human
resources utilization, and promote the rapid development of geological prospecting
units. First of all, by reading a large number of literature and related information, the
relevant domestic and foreign relevant aspects of salary management theory, problem
countermeasures and other related knowledge were discussed; Secondly, by paying
related enterprise human resources management present situation research, find the
main factors that affect pay satisfaction, and analyzed, and then, on this basis,
according to the compensation management theory and process, optimize the
compensation system design, and provide the safeguard measures.
Keywords: Geological survey unit, Salary system, Optimization design4
目 录
第 1 章 绪论.... 1
1.1 研究背景 ........... 1
1.2 研究的目的和意义 ... 2
1.3 国内外研究现状 ..... 2
1.3.1 国外研究现状 . 2
1.3.2 国内研究现状 . 4
1.4 研究内容 ........... 6
1.5 研究方法与技术路线 . 6
1.5.1 研究方法 ..... 6
1.5.2 技术路线 ..... 7
第 2 章 相关概念及理论综述.. 8
2.1 薪酬的概念、构成与分类 ......... 8
2.2 相关理论依据 ...... 10
2.2.1 激励理论 .... 10
2.2.2 薪酬相关理论13
2.3 本章小结 .......... 15
第 3 章 XK 地勘单位薪酬体系现状分析 .... 16
3.1 企业概况 .......... 16
3.1.1 公司简介 .... 16
3.1.2 公司的人力资源状况 ...... 16
3.2 公司薪酬体系现状 .. 18
3.2.1 岗位工资 .... 18
3.2.2 薪级工资 .... 19
3.2.3 绩效工资 .... 20
3.2.4 奖金 ........ 205
3.2.5 福利补贴 .... 20
3.2.6 野外津贴 .... 20
3.3 人力资源现状与薪酬现状总结分析21
3.4 本章小结 .......... 22
第 4 章 XK 地勘单位薪酬满意度影响因素分析 .......... 23
4.1 薪酬满意度影响因素23
4.1.1 薪酬及相关理论分析 ...... 23
4.1.2 总结分析 .... 23
4.2 调查问卷设计 ...... 24
4.2.1 调查方案与实施 .......... 24
4.2.2 调查样本范围25
4.2.3 调查问卷内容25
4.3 调查结果分析 ...... 25
4.4 问题产生原因分析 .. 28
4.5 本章小结 .......... 30
第 5 章 XK 地勘单位薪酬体系的优化设计 .. 31
5.1 薪酬体系优化设计原则和意义 .... 31
5.1.1 薪酬体系优化设计原则 ...........
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