本文通过统计调查、问卷的方式分析了 SA 工程公司目前薪酬体系存在的主要
问题及产生原因，并且针对这些问题，对 SA 工程公司的薪酬体系进行了再设计
本次薪酬体系再设计主要借用薪酬体系理论、激励理论等为公司薪酬体系进行再
设计提供理论基础。首先，论文提出成立改革小组，以公司总经理为带头，分析
了员工的需求层次；其次，重新设计岗位说明书，并采用评分法对岗位价值进行
评估，确定各个岗位的岗位工资标准；再次，根据企业发展战略，确定企业采用
哪种薪酬策略，并在此基础上进行薪酬结构的设计；最后，从完善薪酬程序、宣
传培训、建立配套考核体系、动态管理的方面为薪酬体系的实施提供保障措施
关键词：薪酬体系；薪酬策略；薪酬激励；岗位价值评估Abstract
After 50 years of development, SA engineering company has been the mainstream
in building trade, but the management system of the company still follow the old system,
It not according to industry change, enterprise status to take advanced management
methods. Compensation management has always been the focus of the enterprise, and in
human resources management cycle, compensation is one of the effective means of
retaining and motivating talents, scientific and normative compensation system has
become a face fierce market competition of enterprise survival and the development
priority. To change compensation, mobilize the employees&39; enthusiasm, SA engineering
company intends to establish a management system in an appropriate situation, as well
as provides references for the similar company.
By means of statistical investigation, questionnaire, this paper analyses the SA
engineering company&39;s main problems and causes in current compensation system.And
to solve the problems, it design the compensation system again. The compensation
system design mainly use compensation system theory, incentive theory and so on
redesign the compensation for the company to provide the theoretical basis, the first
paper puts forward a reform group, company general manager to take the lead, analyzed
the demand level of employees; Second, redesigning the job description, and uses the
evaluation method to evaluate the value of jobs, determine each of the job wage
standard; Again, to decide the strategies of enterprises to adopt what kind of salary,
salary structure on the basis of the design; Finally, from the perfect compensation
procedures, propaganda and training, build form a complete set of assessment system,
the dynamic management of guarantees for the implementation of a system of
compensation measures.
Key words：Compensation system；Compensation strategy；Salary incentive；Post
evaluation目录
第 1 章 绪论.......1
1.1 研究背景....1
1.2 研究意义....1
1.3 研究的思路和方法2
1.3.1 研究思路.........2
1.3.2 研究方法.........3
第 2 章 薪酬体系的相关理论概述.......4
2.1 薪酬体系概念........4
2.1.1 薪酬.....4
2.1.2 薪酬体系.........5
2.2 薪酬激励理论........6
2.2.1 需要层次理论.6
2.2.2 ERG 理论.........6
2.2.3 公平理论.........6
2.2.4 期望理论.........7
第 3 章 SA 工程公司薪酬体系现状及存在问题.........8
3.1 SA 工程公司简介...8
3.2 SA 工程公司组织结构.......9
3.3 SA 工程公司人力资源基本情况...9
3.4 SA 工程公司薪酬体系现状.........11
3.4.1 SA 工程公司薪酬体系的构成及标准..........11
3.4.2 现行薪酬体系的员工满意度调查...14
3.4.3 外部薪酬调查...........15
3.5 SA 工程公司薪酬体系存在的问题.........16
3.5.1 薪酬结构不合理.......163.5.2 在同行业中薪酬水平低.......17
3.5.3 各岗位人员间工资相差不大...........17
3.5.4 加薪渠道单一...........18
3.6 SA 工程公司薪酬体系存在问题的原因分析.....18
3.6.1 中高层领导对薪酬管理认识不足...18
3.6.2 行业经济环境差，企业负担重.......19
3.6.3 缺乏科学合理的绩效考核体系.......19
3.6.4 薪酬体系管理复合型人才缺乏.......20
第 4 章 SA 工程公司薪酬体系的再设计.......21
4.1 SA 工程公司薪酬体系的再设计的原则及基本程序.....21
4.1.1 薪酬体系再设计的原则..
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