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摘要
薪酬管理作为人力资源管理领域内重要的组成部分，它与企业和员工个人的利益息
息相关。建立一套相对健全且科学合理的薪酬体系对于吸引及留住优秀人才、提高员工
们工作积极性、促进企业经营目标的实现有着极其重要的推动作用。LY公司是大连本
地一家小型民营企业，成立于2013年初，是集室内外装修设计、预算、施工、材料于
一体的专业化装饰公司。随着企业从最初的创业期过渡到成长期，原有的薪酬体系已无
法适应LY公司现阶段战略发展目标。如何根据企业实际状况设计出一套能够起到激励
作用的新薪酬体系是一项迫在眉睫的重要任务
本文以LY公司为研究对象，通过阅读大量关于薪酬管理方面的文献资料，同时结
合公司现有人力资源情况，指出目前薪酬管理方面存在的问题，并依据薪酬体系设计原
则设计出符合LY公司未来发展需求的新薪酬体系，来提升企业的凝聚力和核心竞争力
论文共分五个章节，第一章为引言，在这一章中介绍了论文的研究目的、内容框架、
方法和研究思路。第二章为文献综述，在这一章中主要总结归纳了国内外目前较为流行
的薪酬管理理论知识，为之后的薪酬体系设计工作提供了理论依据。在第三章中，我们
重点研究了LY公司薪酬体系现状，并分析了目前存在的问题，便于在优化设计过程中
有针对性的去解决问题。第四章是论文的重点章节，即LY公司薪酬体系优化设计。在
这一章中，通过岗位分析、岗位评价、薪酬调查等手段设计了岗位工资等级表，并重新
调整了绩效工资、佣金提成、福利以及年终奖的计算标准，丰富了薪酬结构，改善了薪
酬水平。第五章为新薪酬体系运行实施及保障。在这一章中主要介绍了为保障新体系的
顺利运行所采取的各项保障措施。最后是结论部分，在结论中我们总结了新薪酬体系相
较于旧体系表现出的主要优势，介绍了本次薪酬优化设计工作过程中取得的收获和存在
的不足，并将会在以后的学习和工作中加以改善
本文通过大量的理论知识和市场调查，并经过一系列的基础工作，最终形成的新薪
酬体系为LY公司的薪酬改革工作提供了指导和借鉴的意义
关键词：薪酬体系；优化设计；激励；绩效工资
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Abstract
Compensation management as the important part of human resource management is
closely related to the interests of the enterprise and employee individual. To establish a
scientific and relatively sound compensation system to attract and retain talents, improve the
staff's work enthusiasm, with the goals of enterprise management has a very important role.LY
company is a local small private enterprise in Dalian, was established in early 2013, is a
collection of indoor and outdoor decoration design, budget, construction, materials decoration
company. As companies from the initial start-up phase transition to the growth period, the
original salary system has been unable to adapt to strategic development goals. According to
actual conditions how to design a new system is an important task.
Based on LY company as the research object, through the reading of vast amount of
literature about compensation management, at the same time, combined with the company's
existing human resources situation, points out the present problems, and based on the principles
of pay system design can meet the demand of LY company for the future development, to
improve the cohesion and core competitiveness of enterprises.
Thesis is divided into five chapters, the first chapter is introduction, introduced the thesis
research purpose, content, framework, methods and technical route. In the second chapter is
literature review, this chapter mainly sums up the compensation management theory at present
more popular at home and abroad, to provide the compensation system designa theoretical
basis. In the third chapter, we focus on the present situation of LY company compensation
system, and analyzes the existing problems, to facilitate in the process of optimization design
targeted to solve the problems. The fourth chapter is the key of the thesis chapters that LY
company compensation system optimization design. In this chapter, through the analysis, job
evaluation, salary surveys and other means to design the post wage scale, and readjust the
performance salary, the calculation of commission fees, benefits and bonuses, enrich the pay
structure, improve the compensation. Chapter 5 is the new salary system implementation and
guarantee. In this chapter mainly introduce the new system to ensure the smooth running of the
safeguard measures. The last part is conclusion, we summed up the new pay system showed the
main advantage of compared with the old system, introduces the compensation of the harvest
and during the process of optimization design work, and will improve in the future study and
work.
In this paper, through a lot of theoretical knowledge and market research, and through a
series of basic work, and finally form the new compensation system of LY company's
compensation reform work provides guidance and reference significance.
The Optimization of Compensation System for LY Company
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Key Words：Compensation System; Optimization Design; Incentive; Performance Pay
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目录
摘要 ..... I
Abstract .... III
1引言 ...... 1
1.1研究背景 ........... 1
1.2研究目的和意义 ........... 1
1.3研究内容和框架 ........... 2
1.4研究方法和研究思路 ... 3
1.4.1研究方法3
1.4.2研究思路3
2文献综述 .......... 5
2.1薪酬与薪酬体系 ........... 5
2.1.1薪酬概念5
2.1.2薪酬的构成 ........ 5
2.1.3薪酬的功能 ........ 7
2.1.4薪酬体系8
2.2薪酬激励理论 ... 9
2.2.1内容型激励理论9
2.2.2过程型激励理论 .......... 10
2.3薪酬体系设计基本原则 ......... 11
2.3.1合法性原则 ...... 11
2.3.2战略导向原则 .. 11
2.3.3经济性原则 ...... 12
2.3.4公平性原则 ...... 12
2.3.5激励作用原则 .. 12
2.3.6外部竞争性原则 .......... 12
2.4薪酬体系类型 . 13
2.4.1基于岗位的薪酬体系 .. 13
2.4.2基于绩效的薪酬体系 .. 13
2.4.3基于技能的薪酬体系 .. 13
2.4.4基于市场的薪酬体系 .. 13
2.4.5基于年功的薪酬体系 .. 14。