薪酬管理是企业人力资源管理的核心内容。在市场经济条件下,企业竞争归 根结底是人才的竞争,薪酬管理对吸引、激励、发展和留住人才,对企业核心竞 争力的培育和战略目标的实现起着重要的作用。科学的薪酬体系可以鼓励员工积 极向上,可以向员工传递企业的价值导向。 本文首先对薪酬管理的有关概念、理论、工具加以梳理分析;然后通过问卷、 访谈等方法对云南永昌铅锌股份有限公司的薪酬管理现状进行调查分析,发现云 南永昌铅锌股份有限公司现行薪酬福利方案自推行以来虽初有成效,但是明显存 在诸如薪酬水平相对较低,岗薪匹配度不够高,外部竞争力不强,内部公平感较 差,员工“搭便车”现象较严重以及薪酬结构不够完善等问题;最后在问题成因分 析的基础上,从组织建设、制度建设、文化建设等方面提出了七条有针对性的措 施建议。 本文共分为五个部分:第一部分为绪论,介绍研究的背景和意义等内容;第 二部分为理论概述,介绍薪酬和薪酬管理的相关概念、内容和:程等内容;第三 部分为云南永昌铅锌股份有限公司薪酬管理现状调查,介绍云南永昌铅锌股份有 限公司的基本情况、现行薪酬福利方案及其管理等内容;第四部分为云南永昌铅 锌股份有限公司现行薪酬福利方案满意度调查;第五部分为相关对策建议;最后 一部分为结语。 关键词:薪酬福利方案,薪酬满意度,薪酬设计 I ABSTRACT Compensation management is the core of enterprise human resources management. Under the condition of market economy, tiie enterprise competition in the final analysis is the competition of talents, compensation management, incentive to attract, develop and retain talent, to cultivate enterprise core competitiveness and strategic goal plays an important role in. The scientific salary system can encourage positive employee, can pass the value orientation of enterprises to employees. Firstly, related concepts, theories, tools of compensation management of combing analysis; and then through the method of questionnaire, interview, pay management status of Yongchang lead-zinc Limited by Share Ltd survey analysis, found the Yongchang Pb-Zn Limited by Share Ltd current compensation and benefits plan since the launch has been got some achievements, but the obvious problems such as the salary levels are relatively low, post matching degree is not high enough,the external competitiveness is not strong, internal fairness is poor, the problem employee hitchhike phenomenon is more serious and compensation structure is not perfect; based in the final analysis the causes of the problem, from the aspects of organization construction, system construction, cultural construction, and puts forward six suggestions of measures. This paper is divided into five parts: the first part is the introduction, introduces the research background and significance of the content; the second part is the summary of theory, related concepts, introduces the salary and salary management content and process, etc.; the tiiird part is the survey of Yongchang salary management status and Limited by Share Ltd, introduces the basic situation of Yongchang Limited by Share Ltd, and current compensation welfare plan and management; the fourth part is the investigation of Yongchang lead-zinc Limited by Share Ltd current compensation and benefits plan satisfaction; the fifth part is the countermeasures and suggestions; the last part is the conclusion. KEY WORDS: C&B programs, Pay satisfaction, Compensation design II 目录 1 i 1.1研究背景及意义 1 1.2研究思路与方法 2 1.3本文的结构和创新点 3 2薪酬管理相关理论概述 4 2.1薪酬的形式及作用 4 2.1.1薪酬的概念界定 4 2.1.2薪酬的基本形式 5 2.1.3薪酬的作用 6 2.2薪酬管理的原则及其内容 7 2.2.1薪酬管理的概念 7 2.2.2薪酬管理的原则 8 2.2.3薪酬管理的内容 8 2.3薪酬设计的内容与流程 9 2.3.1薪酬设计的概念 9 2.3.2薪酬设计的内容与流程 10 2.4薪酬激励理论 10 2.4.1马斯洛需求层次理论 10 2.4.2公平理论 11 3永昌铅锌公司薪酬管理现状调查 12 3.1云南永昌铅锌股份有限公司概况 12 3.1.1公司简况 12 3.1.2公司组织机构及其职责 13 3.1.3公司人力资源状况 16 3.2永昌铅锌公司现行薪酬福利方案 18 3.2.1薪酬分配的基本原则 18 3.2.2薪酬构成 18 m 3.3永昌铅锌公司薪酬管理的组织与职责分工 19 4永昌铅锌公司现行薪酬福利方案满意度调查 21 4.1调查方案设计 21 4.1.1问卷调查 21 4.1.2访谈调查 21 4.2调查结果统计与整理 22 4.2.1问卷调查结果统计 22 4.2.2访谈调查结果整理 34 4.3永昌铅锌公司薪酬福利方案存在的主要问题及其成因分析 34 5永昌铅锌公司现行薪酬福利方案优化的措施建议 38 5.1成立专门的薪酬方案优化小组 38 5.2建立畅通且有效的沟通渠道 38 5.3健全薪酬管理体系相关配套制度 38 5.4打造支持薪酬改革的企业文化 39 5.5建立薪酬管理的动态机制 39 5.6适当调整岗位薪酬 39 5.7下放分配权 40 5.8实例说明 40 6结语 42