I 摘要 随着市场经济的快速发展，企业面临的竞争越来越激烈，企业间竞争归根到底是 人才的竞争，人才作为企业创新和知识传承的载体，在企业发展中起着重要作用，如 何吸引人才、留住人才、激励人才，充分挖掘发挥员工的潜能，调动员工的积极性、 创造性，已经成为众多企业研讨的课题。薪酬作为企业人力资源管理中最核心的模块 之一，如何制定科学有效并适合本企业的薪酬制度是企业提高核心竞争力和当前面临 的紧迫问题。本文研究的对象 SD 公司，是一家隶属于中国电力建设集团的大型国有 电力建设 A 级企业，随着企业的快速发展和外部环境的变化，原有的薪酬管理体系 已经不能适应企业持续快速发展的要求，员工国有企业观念固化、大锅饭思想严重、 干多干少差别不大、薪酬杠杆调节功能差，工作缺乏积极性，骨干员工辞职率上升等 一系列问题，已经严重影响和制约了企业的发展。 本文在薪酬管理相关理论研究的基础上，分析了 SD 公司薪酬体系及薪酬管理现 状，通过调查问卷和个别访谈的方法查找企业存在的问题，然后针对相应问题，结合 企业实际开展岗位分析和评估、编制岗位说明书，借鉴宽带薪酬理论优化设计薪酬体 系、薪酬预算进行控制，确定各岗位薪酬；最后，从构建完善绩效管理系统方面入手， 通过组织建设和制度建设来确保薪酬优化方案的执行和实施。通过撰写本文，拟建立 起一套适用于电力施工企业薪酬体系优化模板，为同行业优化薪酬体系提供借鉴。 关键词，SD 公司；薪酬方案；优化研究Abstract III Abstract With the rapid development of market economy, enterprises are faceing increasingly fierce competition, competition between enterprises is the talent competition, talent as a carrier of enterprise innovation and knowledge transfer, play an important role in the development of enterprises, how to attract talent，retain them, motivate them, how to fully excavate the potential of staff, fully arouse the enthusiasm and creativity of them, has become many enterprises’ discussion topic. Compensation management as one of the most core module in enterprise human resources management, how to specify the scientific, effective and appropriate enterprise salary system is the key point to enhance enterprise core competitiveness and the current pressing issues facing. SD company as a research object herein, which is a state-owned class A enterprise subsidiary Power China, with the rapid development of enterprise and the change of external environment, original compensation management system can not meet the requirement of sustained and rapid development of enterprises, employees’ concept solidifying, working more or less is no difference, compensation lever adjustment function is poor, lack of enthusiasm, backbone employees quit rate rise, which have seriously affected and restricted the development of enterprises. In this paper, on the basis of the compensation management theory, firstly, analyses the compensation system and current compensation management of SD company, through the questionnaire and individual interview method to find the problems existing in this enterprise, and then according to corresponding problem, combining the reality of enterprises to carry out the job analysis and evaluation, write job description, use broadband theory for reference to optimization salary compensation system , control salary budget, determine post salary; Finally, from the aspects of building perfect performance appraisal system, through organizational building and institution-building to ensure the execution and implementation of compensation optimization scheme. By writing this article, intends to establish a set of suitable enterprises pay system optimize template for electric power construction enterprises , to be a reference for same profession to optimize enterprise pay system. Keywords: SD company, compensation scheme, optimization design目 录 V 目 录 第 1 章 绪论.........................................................................................................................1 1.1 研究背景 .................................................................................................................. 1 1.2 研究意义 ................................................................................................................. 2 1.3 研究内容及框架 ...................................................................................................... 2 1.3.1 研究内容 ....................................................................................................... 2 1.3.2 研究框架 ........................................................................................................ 3 1.4 研究方法和创新点 ................................................................................................. 4 1.4.1 研究方法 ........................................................................................................ 4 1.4.2 创新点 ........................................................................................................... 4 第 2 章 相关理论基础.........................................................................................................6 2.1 薪酬研究理论基础 ................................................................................................. 6 2.1.1 生存和需求理论 ........................................................................................... 6 2.1.2 国外薪酬激励理论 ........................................................................................ 6 2.1.3 国内部分前沿观点 ........................................................................................ 6 2.2 薪酬研究相关概念 ................................................................................................. 8 2.2.1 薪酬定义 ....................................................................................................... 8 2.2.2 宽带薪酬 ....................................................................................................... 9 2.3 绩效管理及相关理论 ........................................................................................... 10 2.4 本章小结 ............................................................................................................... 11 第 3 章 SD 公司薪酬现状及问题分析.............................................................................12 3.1 SD 公司基本情况 .................................................................................................. 12 3.1.1 公司概况 ...................................................................................................... 12 3.1.2 公司发展前景 ............................................................................................. 13 3.1.3 公司组织架构 .............................................................................................. 14 3.1.4 人力资源状况 ............................................................................................. 15 3.2 公司薪酬体系现状 ................................................................................................ 17 3.2.1 目前薪酬模式 .............................................................................................. 17SD 公司酬薪方案优化研究 VI 3.2.2 目前薪酬制度 .............................................................................................. 19 3.2.3 现行绩效考核 ............................................................................................. 19 3.3 薪酬状况内部调查 ............................................................................................... 20 3.3.1 问卷调查 ...................................................................................................... 20 3.3.2 个别访谈 ...................................................................................................... 21 3.4 薪酬存在问题分析 ............................................................................................... 22 3.5 本章小结 ............................................................................................................... 23 第 4 章 公司薪酬方案设计流程与内容...........................................................................24 4.1 优化设计原则和思路 ............................................................................................ 24 4.1.1 优化设计原则 ...