对物流企业而言，保留并激励员工最有效地为企业工作是企业在市场竞争中赢 得竞争优势的关键。薪酬体系作为企业人力资源管理体系的重要构成，是实现员工利 益与组织目标有效统一的途径。邮件处理中心作为邮政通信网络的核心结点，对邮政 中的邮件网运系统有着重要作用，其一线员工的稳定性和工作表现又对邮件处理中心 能否正常有效的运行有重要影响。因此，针对邮政分拣中心薪酬体系不能满足员工需 求的问题，围绕一线工作的分拣员进行薪酬体系研究，通过对其优化设计，激发企业 员工的工作积极性，促进邮政分拣中心核心竞争力的提升。 本文在对薪酬管理相关理论阐述的基础上，首先，对 H 市邮政分拣中心分拣员 现行薪酬应用情况进行分析，运用问卷调查法对分拣员进行薪酬满意度调查后得出现 行薪酬体系存在如下问题，即薪酬结构不合理、薪酬标准缺乏差异性、绩效工资缺乏 激励作用及处理中心业绩与员工薪酬关联度低不能在薪酬收入上与业务量匹配来体 现员工劳动价值。其次，针对现行薪酬存在的问题，遵循薪酬体系设计基本步骤对分 拣员工作内容及岗位进行分析，并基于不同作业岗位重新确定分拣员薪酬水平；依据 宽带薪酬理论细分薪酬标准来解决薪酬标准缺乏差异性的问题；依靠双因素理论建立 新的薪酬结构增强绩效工资的激励作用；使用关键绩效指标法构建配套的绩效考核方 案。最后，提出促进 H 市邮政分拣中心分拣员薪酬体系优化方案的实施保障措施， 即领导重视和员工积极参与、提高企业的人力资源管理水平、强化员工内部绩效培训 及定期优化调整薪酬体系。 本文预期效果可以做到充分考虑员工的实际工作情况，制定有效合理的岗位薪 酬，挖掘一线员工的工作主动性，通过对薪酬体系的优化，实现保留并激励员工最有 效地为企业工作的目的，最大限度的提升邮政分拣中心的市场竞争力。 关键词：邮政分拣中心；分拣员；薪酬体系；优化内蒙古工业大学硕士学位论文 II Abstract For logistics enterprises, attracting excellent talents, retaining valuable talents and motivating employees to work for enterprises are the keys to win competitive advantage in the market competition. Compensation system plays an important role as one of the important pillars of human resource management system. Especially, the performance and effective labor reserve of front-line employees in logistics enterprises play a very important role in the normal and stable operation of the basic business links of the mail processing center. Therefore, how to reasonably control the salary of front-line employees, not only to design a reasonable salary standard to stimulate the enthusiasm and creativity of front-line employees, but also to safeguard the interests of enterprises has become an important issue. Based on this, this paper takes H City Post Sorting Center as the research object, studies the salary system of front-line workers, and analyses the existing system. On the basis of the existing problems, the salary system of the postal sorting center is optimized to stimulate the enthusiasm of the staff of logistics enterprises and promote the continuous improvement of the core competitiveness of the postal sorting center. On the basis of explaining the relevant theories of salary management, this paper firstly analyses the current salary application of sorters in H City Post Sorting Center. After investigating the salary satisfaction of sorters with questionnaire survey method, it is concluded that the current salary system has the following problems: the post salary structure solidifies the single base salary standard, the piece-by-piece salary standard lacks difference and the lack of performance salary; Secondly, aiming at the problems existing in the current salary structure, following the basic principle of relying on the design steps of salary system, modern salary theory and two-factor theory, optimizing the salary system of sorters in H City Post Sorting Center is carried out. The specific design idea is to first carry out the work content and position of sorters, and to redefine the salary level of sorters based on different work positions-to establish New salary structure and bandwidth salary system-building a matching performance appraisal scheme, that is, using the basic principles of salary system design steps to redefine the job content of sorters and redefine the salary level of different positions, building a new salary structure based on modern salary theory, designing bandwidth salary for different positions and using double reasons On the basis of element theory, a performance appraisal scheme matching the new salary system is constructed. Finally, the paper puts forward the safeguard measures to promote the implementation of the optimization scheme of sorter's salary system in H City Post Sorting Center, that is, leaders attach importance to and employees' active participation, improve the level of human resources management,内蒙古工业大学硕士学位论文 III strengthen the internal performance training of employees, and regularly optimize and adjust the salary system. Generally speaking, in terms of the optimization of salary system, the expected effect can fully consider the actual work situation of staff, formulate effective and reasonable post salary, tap the initiative of front-line staff, through the optimization of salary system, realize the further integration of the actual interests of H City Post Sorting Center and employees'own interests, and ultimately achieve the goal of saving effective labor force and retaining talents. Objective To maximize the market competitiveness of postal sorting centers. Key words: postal sorting center; sorter; salary system; optimization内蒙古工业大学硕士学位论文 IV 目 录 摘要 ..... I ABSTRACT .... II 第一章 绪论 .. 1 1.1 研究背景及意义.... 1 1.2 国内外研究现状.... 1 1.2.1 国外研究现状 .. 1 1.2.2 国内研究现状 .. 3 1.3 研究方法 5 1.4 研究内容 5 第二章 相关理论基础 ... 7 2.1 薪酬的概念及构成 .. 7 2.1.1 薪酬的概念 .... 7 2.1.2 薪酬的构成 .... 7 2.2 薪酬管理及薪酬体系 8 2.2.1 薪酬管理的概念 8 2.2.2 薪酬体系...... 8 2.2.3 薪酬体系的种类 9 2.3 薪酬管理体系的相关理论 .... 10 2.3.1 薪酬管理体系设计的关键步骤...... 10 2.3.2 宽带薪酬理论 . 11 2.3.3 双因素理论 ... 11 2.3.4 关键绩效指标法 ........ 12 第三章 H 市邮政分拣中心分拣员薪酬现状分析 ....... 13 3.1 H 市邮政分拣中心及人员概况 . 13 3.1.1 H 市邮政分拣中心简介 ... 13内蒙古工业大学硕士学位论文 V 3.1.2 H 市邮政分拣中心分拣员概况 ...... 14 3.2 H 市邮政分拣中心现行薪酬现状分析 .... 17 3.2.1 H 市邮政分拣中心分拣员现行薪酬结构........ 17 3.2.2 H 市邮政分拣中心分拣员薪酬满意度调查分析 .. 19 3.3 H 市邮政分拣中心分拣员现行薪酬体系存在的问题 .. 21 3.3.1 薪酬结构不合理 ........ 21 3.3.2 薪酬标准缺乏差异性 .... 22 3.3.3 绩效工资缺乏激励作用 .. 22 3.3.4 中心业绩与员工薪酬关联度低...... 23 第四章 H 市邮政分拣中心分拣员薪酬体系优化设计 ... 24 4.1 薪酬体系优化设计的基本步骤 25 4.2 H 市邮政分拣中心分拣员薪酬体系优化设计........ 28 4.2.1 基于薪酬体系设计步骤的岗位薪酬及薪酬水平优化设计 ... 28 4.2.2 基于宽带薪酬理论的薪酬标准细分设计 ....... 33 4.2.3 基于双因素理论的薪酬结构优化设计 35 4.2.4 基于关键绩效指标法构建绩效考核方案 ....... 38 第五章 H 市邮政分拣中心分拣员薪酬体系优化方案的实施保障措施 ....... 40 5.1 领导重视和员工积极参与 .... 40 5.2 提高企业的人力资源管理水平 40 5.3 强化员工内部绩效培训 ...... 41 5.4 定期优化调整薪酬体系 ...... 41 结论与展望 .. 43