企业重视薪酬管理，也就是重视人才，体现在企业支付给员工的薪酬上，通过给员工
提供有市场竞争力的薪酬，吸引留住和激励人才。薪酬设计时薪酬管理的基础，尤其
是对智力型研发人员而言，他们是企业创新驱动力和核心竞争力所在，是企业的战略
资源，为企业的持续创新提供智力保障。设计一套科学合理的研发人员薪酬体系，激
发研发人员工作积极性和热情，使其以更加饱满的精神投入工作，发挥出最大的创造
力和能动性，增加研发人员对企业薪酬的满意度，增进其对企业的信任度和忠诚度，
实现研发人员个人发展与企业战略的有机统一

论文首先在介绍薪酬相关概念和理论的基础上，通过问卷调查和座谈等方式对中
电 M2 公司研发人员薪酬体系的现状进行分析，研发人员薪酬水平整体偏低，薪酬满
意度不高。薪酬结构不够完善、加薪渠道过于单一、长期激励不足是现行薪酬体系存
在的主要问题。基于此，运用全面薪酬理论，在充分调研行业市场薪酬水平和全面考
虑公司实际运营状况及发展战略的基础上，采取科学定薪、合理调薪、利润共享的策
略，针对研发人员需求多样性的特点，优化改进中电 M2 公司研发人员薪酬体系。建
立基于研发人员技能、工作业绩、工作态度等指标的科学绩效评价体系，量化考核指
标，研发人员薪酬与其研发技能，业绩、态度等直接关联。制定丰富且有弹性的保障
福利方案，满足研发人员多元化内在需求。注重研发人员内在薪酬，营造宽松的工作
环境、提供有效的培训和继续教育机会，合理规划职业发展生涯，从深层次满足研发
人员的发展需求，提高研发人员薪酬满意度。最后，提出薪酬优化改进方案实施的保
障措施并对预期效果进行展望。以期吸引、留住和激励研发人员，提高研发人员对公
司的忠诚度和满意度，增进公司的核心竞争力和市场占有率。同时，为同类企业研发
人员薪酬体系改进提供一些参考和借鉴

关键词：研发人员，全面薪酬，优化设计Abstract
III
Abstract
Modern enterprise attaches great importance to compensation management, a high degree of
understanding of compensation management in human resources management practice status.
Enterprises pay attention to pay management, that is, emphasis on talent, reflected in the
enterprise paid to employees on the pay, by providing employees with market competitiveness
of the pay, to attract, retain and motivate talent. It is the strategic resource of the enterprise
and provides intellectual guarantee for the continuous innovation of the enterprise. It is the
basis of the salary management in the salary design, especially for the intellectual R & D
personnel. They are the driving force and core competitiveness of the enterprise. Design a
scientific and rational R & D personnel compensation system to stimulate the enthusiasm and
enthusiasm of R & D staff to work in a more full of spirit to play the greatest creativity and
initiative to increase R & D staff satisfaction with corporate compensation and enhance its
The enterprise&39;s trust and loyalty, to achieve R & D personnel personal development and
corporate strategy of organic unity.
First of all ， this paper introduce the concept and theory of salary, analyzes the current
situation of R & D personnel salary system of M2 Company by questionnaires and discussion.
The overall salary level of R & D personnel is low and salary satisfaction is not high. The
structure is not perfect, the channel is too single, and lack of long-term incentive system is the
main existing problems. Based on this, using the theory of comprehensive salary, through
studying the salary level of the industry market and the actual operation status and
development strategy of the company. Use the strategy of scientific salary, reasonable salary
increase and profit sharing, aiming at the diversity of R & D personnel, optimized the
company&39;s R & D personnel pay system. Based on the R & D personnel’s skill, work
performance and work attitude, a scientific performance evaluation system is established, and
the quantitative indicators are evaluated. The R & D staff’s salary is directly related to their
skills, performance and attitude. The development of rich and flexible welfare programs to
meet the inherent needs of diversified R & D personnel. Pay attention to R & D personnel
internal remuneration, create a relaxed working environment, provide effective training and
continuing education opportunities, design reasonable planning career development, in order
to meet the development needs of R & D personnel. Finally, this paper puts forward the
safeguard measures for the improvement of salary optimization plan. In order to attract, retain
and motivate R & D personnel, to improve the company&39;s loyalty and satisfaction, enhance
the company&39;s core competitiveness and market share. At the same time, it provides some西安电子科技大学硕士学位论文
IV
reference for the improvement of R & D personnel salary system of the same kind enterprise.
Key Words: R & D personnel; comprehensive salary; Optimization Design插图索引
V
插图索引
图 1-1 论文研究框架18
图 2-1 整体薪酬构成图…20
图 3-1 中电 M2 公司组织结构图…28
图 3-2 中电 M2 公司人员结构图…16
图 3-3 中电 M2 公司研发人员性别比例图16
图 3-4 中电 M2 公司研发人员年龄分布图29
图 3-5 中电 M2 公司研发人员职称分布图29
图 3-6 中电 M2 公司研发人员学历分布图30
图 4-1 研发人员薪酬曲线图44
图 4-2 中电 M2 公司研发人员薪酬体系构成……45表格索引
VII
表格索引
表 3-1 中电 M2 公司研发人员工龄统计表18
表 3-2 中电 M2 公司研发人员年收入分布表……18
表 4-1 研发人员薪酬水平一览表…31
表 4-2 中电 M2 公司研发人员薪酬等级表32
表 4-3 研发人员基本工资…33
表 4-4 研发人员能力评价指标体系表……34
表 4-5 研发人员岗位工资34
表 4-6 中电 M2 公司研发人员绩效考核表35
表 4-7 项目绩效奖金系数表36
表 4-8 中电 M2 公司研发人员奖金水平…36
表 4-9 中电 M2 公司研发人员五险一金缴纳比例表……37
表 4-10 工龄补贴……37
表 4-11 通讯补贴……38目 录
IX
目 录
摘要.........I
Abstract.........III
插图索引.V
符号对照表.....VII
目 录.........IX
第一章 绪论.......1
1.1 研究背景及研究的意义1
1.1.1选题背景..1
1.1.2研究的目的和意义..........1
1.2 国内外研究进展2
1.2.1 国外薪酬管理研究综述..2
1.2.2国内薪酬管
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