：有效的薪酬体系能够增强企业所提供薪酬的吸引力，降低员 工队伍的流动性，以此提升企业的综合实力。对于 AP 远程教育公司 来说，建立与优化自身发展水平相适应的薪酬体系，可以将薪酬带来 的激励效果得到充分的体现。 本文主要以 AP 远程教育公司区域营运中心为例，对其员工薪酬 体系优化问题进行了研究。主要研究内容如下：首先了解 AP 远程教 育营运中心的组织架构与人力资源现况，对其现有的薪酬结构和薪酬 水平进行了描述。接着采用访谈法，分别对 AP 远程教育区域营运中 心的管理层人员和基层员工进行了访谈，从公司内部的角度了解营运 中心当前薪酬体系的情况；然后对营运中心所有员工展开了问卷调查， 以深入了解员工对公司薪酬体系的满意度；再根据访谈和问卷调查的 结果，归纳和整理出AP远程教育区域营运中心薪酬体系存在的问题， 并分析其原因，最后针对问题进行 AP 远程教育区域营运中心薪酬体 系的优化设计。 通过以上研究，得到以下研究结论： 第一，当前 AP 远程教育区域营运中心薪酬体系存在的问题主要 有：（1）薪酬水平与同行差距太大，人员离职率增高；（2）薪酬结构 不科学；（3）绩效工资考核缺乏科学性与公平性。 第二，导致这些问题的主要原因有：（1）管理层的薪酬管理观念 意识落后；（2）薪酬评定不客观；（3）绩效考核的公平性和可行性不II 足。 第三，本研究认为 AP 远程教育区域营运中心薪酬体系的优化设 计包括了职位评价的优化方案、管理人员的薪酬结构优化设计方案、 一线员工的薪酬结构优化设计方案、薪酬调整方案几个方面。 希望本文的研究能够帮助AP远程教育区域营运中心创建整体性 的薪酬优化体系，发挥公司薪酬激励的正面激励作用。并为从事远程 教育的相关企业的薪酬管理提供决策借鉴和参考。 关键词：薪酬体系；激励；优化设计III RESEARCHON THE OPTIMIZATION OFTHE SALARY SYSTEM OFAPDISTANCE EDUCATION REGIONAL OPERATION CENTER Jianfeng Cao (MBA) Directed by Yongxi Yi Abstract: Effective salary system can enhance the attraction of salary offered by enterprises and reduce the mobility of staff, so as to enhance the comprehensive strength of enterprises. For AP Distance Education Company, the incentive effect brought by salary can be fully reflected by establishing a salary system suitable for its own level of development. This paper takes AP Distance Education Company Regional Operating Center as an example to study the optimization of its employees'salary system. The main work of this paper is as follows: Firstly, we understand the organizational structure and human resources of AP distance education operation center, and describe its current salary structure and salary level. Secondly, using the interview method, the managers and grass-roots employees of AP Distance Education Regional Operating Center were interviewed, and the current salary system of AP Distance Education Regional Operating Center was understood from the perspective of the company. Then, a questionnaire survey was conducted among all the employees of the operation center in order to get a better understanding of their satisfaction with the company's salary system.IV Then, based on the results of the interviews and questionnaires, the problems in the salary system of AP distance education regional operation center were summarized and sorted out, and the reasons were analyzed. Finally, the optimization design of the salary system of AP distance education regional operation center was carried out according to the problems. Through the above research, the following conclusions are drawn: Firstly, the main problems existing in the current salary system of AP Distance Education Regional Operating Center are: (1) the gap between salary level and peers is too big, and the turnover rate of staff is increasing; (2) the salary structure is not scientific; (3) the performance salary assessment lacks of scientificity and fairness. Secondly, the main reasons for these problems are: (1) the management of salary management concept is backward; (2) the salary evaluation is not objective; (3) the fairness and feasibility of performance appraisal is insufficient. Thirdly, this study considers that the optimization design of the salary system of AP Distance Education Regional Operating Center includes the optimization scheme of job evaluation, the optimization scheme of the salary structure of managers, the optimization design scheme of the salary structure of front-line employees and the salary adjustment scheme.V It is hoped that this study can help AP Distance Education Regional Operating Center to create an integrated compensation optimization system, play a positive incentive role of company salary incentives, and provide decision-making reference and reference for salary management of related enterprises engaged in distance education. Keywords: salary system；incentive；optimum design目 录 摘要..................................................... I Abstract................................................ Ⅲ 第 1 章 绪 论............................................. 1 1.1 研究背景及意义.................................... 1 1.1.1 研究背景..................................... 1 1.1.2 研究意义..................................... 2 1.2 国内外研究的现状.................................. 3 1.2.1 国外薪酬管理理论的发展状况................... 3 1.2.2 国内薪酬管理理论的发展状况................... 5 1.2.3 国内外研究综述............................... 8 1.3 研究内容与方法.................................... 8 1.3.1 研究内容..................................... 8 1.3.2 研究方法..................................... 9 1.4 研究思路与论文框架................................ 9 第 2 章 理论基础......................................... 11 2.1 薪酬及薪酬管理体系的含义......................... 11 2.1.1 薪酬的概念.................................. 11 2.1.2 薪酬管理体系的概念.......................... 11 2.2 薪酬管理理论研究................................. 12 2.3 薪酬激励理论..................................... 13第 3 章 AP 远程教育区域运营中心薪酬体系现状及问题分析 .... 17 3.1 AP 远程教育区域营运中心概况 ...................... 17 3.1.1 组织结构.................................... 17 3.1.2 人力资源现状................................ 18 3.2 AP 远程教育区域营运中心薪酬体系状况 .............. 20 3.2.1 薪酬结构.................................... 20 3.2.2 薪酬水平.................................... 22 3.3 AP 远程教育区域营运中心薪酬体系问题分析 .......... 22 3.3.1 访谈调查分析................................ 23 3.3.2 问卷调查分析................................ 24 3.3.3 调查结果反映的问题.......................... 28 3.4 AP 远程教育区域营运中心薪酬体系问题的原因分析 .... 30 3.4.1 管理层的薪酬管理观念意识落后................ 30 3.4.2 薪酬评定不客观.............................. 31 3.4.3 绩效考核的公平性和科学性不足................ 31 第 4 章 AP 远程教育区域营运中心薪酬体系优化设计 .......... 33 4.1 薪酬体系优化设计的目标与原则..................... 33 4.1.1 薪酬体系优化设计的目标...................... 33 4.1.2 薪酬体系优化设计的原则...................... 34 4.2 薪酬体系优化设计的步骤与总体思路................. 35 4.2.1 薪酬体系优化设计的步骤...................... 35 4.2.2 薪酬体系优化设计的思路...................... 354.3 薪酬体系优化设计的具体方案....................... 36 4.3.1 职位评价的设计方案.......................... 36 4.3.2 管理人员的薪酬结构优化设计方案.............. 39 4.3.3 一线员工的薪酬结构优化设计方案.............. 41 4.3.4 薪酬调整的设计方案.......................... 44 4.4 AP 远程教育区域营运中心薪酬体系优化方案实施的保障措施 ..................................................... 45 4.4.1 制度保障.................................... 45 4.4.2 企业文化保障................................ 48 4.4.3 员工职业发展保障............................ 48 4.4.4 沟通保障.................................... 50 4.5 AP 远程教育区域营运中心薪酬体系优化的效果评价 .... 51 第 5 章 结论和展望....................................... 53 5.1 研究结论......................................... 53 5.2 研究展望......................................... 54