I 摘要 随着我国经济由高速增长转向中高速增长，市场竞争将更加强烈。在激烈的市 场竞争中，企业技术水平的高低直接影响着竞争能力，而技术水平高低的关键在人 才。合理的薪酬和待遇，无疑是人才关注的焦点，所以制定科学合理的薪酬制度， 建立有效的绩效激励机制，对于企业吸引人才，留住人才，充分发挥员工的积极性 有着重要的作用。 本文以薪酬理论为基础，针对 D 企业为例子，介绍了该企业薪酬制度的现状， 分析并找出了 D 企业在薪酬制度及绩效管理上存在的一些问题，如，企业岗位划分 不合理、薪酬水平及工资总额制不合理、薪酬组合缺乏科学依据、绩效考核不合理， 缺乏科学依据等。针对这些问题，论文研究提出了相应的解决办法，建立了新的薪 酬模型，按照战略导向性、内部一致性、外部竞争性、员工贡献等原则进行优化， 确定企业岗位等级划分、薪酬结构、薪酬水平、薪酬组合，采用层次分析法确定各 部分薪酬组合的权重，科学地设置薪酬组合，最后采用模糊综合评价法对优化的薪 酬制度进行了评价。 论文中运用薪酬模型，结合薪酬政策、薪酬目标，采用有效的工具，进行分析 与研究、评价工作，构建了合理的薪酬制度，对 D 企业的薪酬制度与绩效评价方面 的研究提供了一定的借鉴，对类似的国有企业薪酬制度的确定及薪酬管理方面提供 了借鉴，具有启示作用。针对部分企业的现状，发现企业薪酬制度存在的问题并提 出解决办法。为充分发挥薪酬制度的作用，实现企业的经营战略提供了帮助。 关键字，薪酬制度；层次分析法；权重；优化；绩效评价ABSTRACT I Abstract With the rapid growth of China's economy from high speed to medium-high speed, the market competition will be more fierce. The level of enterprise technology directly affects the competition ability in the fierce market competition，and the key of technical level is the talents .A reasonable salary and benefits is undoubtedly the focus of the talents，so it is important to set up an effective performance incentive mechanism, a scientific and reasonable salary system, for enterprises to attract and retain talents. It plays an important role in the enthusiasm of the staff to give full play. Based on the salary theory, taking D enterprises as an example, this paper introduces the current situation of the salary system in the enterprise. Analyzes and finds out some problems existing in the salary system and performance management of D enterprises. For example , lack of scientific basis for post division, unreasonable salary level and total wage system, lack of scientific basis for compensation combination and unreasonable performance appraisal. To solve these problems, this research proposes the corresponding solution, establishes a compensation model. According to strategic orientation, internal consistency, external competition, employee contribution principles, this paper determines the enterprise job classification, salary structure, salary level, salary combination. Determines the weight of each part of the salary scientifically and reasonable. The last , evaluate the optimized salary system with the method of fuzzy comprehensive evaluation. According to the compensation policy, compensation goal, with the method of compensation model and effective tools, this paper analyzes researches and evaluate deeply. Finally construct a reasonable salary system, which provides a reference for the research on compensation system and performance evaluation of D company. It provides some reference for state-owned enterprises about determining the salary system and management. It has the enlightenment function. In view of the present situation of some enterprises, find the problems of the enterprise salary system and put forward the way to solve the problem. In order to give full play to the role of the salary system and realize the business strategy of the enterprise, it is helpful. Keywords，Salary system；Analytic hierarchy process；Weight；Optimization； Performance evaluation目录 I 目录 摘要...............................................................................................................................I Abstract .............................................................................................................................. I 第 1 章 绪论...................................................................................................................... 1 1.1 研究背景 ................................................................................................................. 1 1.2 研究意义 ................................................................................................................. 2 1.3 国内外研究现状及发展动态分析 ......................................................................... 2 1.3.1 国外研究现状................................................................................................. 2 1.3.2 国内研究现状................................................................................................. 3 1.3.3 发展动态分析................................................................................................. 3 1.4 文章结构及主要解决的关键问题 ......................................................................... 4 1.4.1 文章结构......................................................................................................... 4 1.4.2 解决关键问题及创新点................................................................................. 5 第 2 章 薪酬制度理论基础.............................................................................................. 7 2.1 薪酬及薪酬相关概念 ............................................................................................. 7 2.1.1 薪酬................................................................................................................. 7 2.1.2 薪酬制度......................................................................................................... 7 2.1.3 战略性薪酬..................................................................................................... 9 2.2 设计薪酬制度 ....................................................................................................... 10 2.2.1 建立薪酬模型............................................................................................... 10 2.2.2 内部一致性决定薪酬结构........................................................................... 10 2.2.3 外部竞争性决定薪酬水平与薪酬组合....................................................... 11 2.2.4 绩效薪酬计划、绩效管理、绩效评价....................................................... 12 2.3 薪酬制度的目的及评价 ....................................................................................... 13 2.3.1 薪酬制度的目的........................................................................................... 13 2.3.2 薪酬制度评价............................................................................................... 14 2.4 本章小结 ............................................................................................................... 15目录 II 第 3 章 D 企业现有薪酬制度分析................................................................................16 3.1 D 企业经营现状..................................................................................................... 16 3.1.1 D 企业简介 ................................................................................................... 16 3.1.2 D 企业组织架构 ........................................................................................... 17 3.1.3 D 企业人力资源现状 ................................................................................... 17 3.2 企业薪酬制度现状 ............................................................................................... 19 3.2.1 岗位划分....................................................................................................... 19 3.2.2 薪酬组合....................................................................................................... 19 3.2.3 月绩效考核................................................................................................... 20 3.2.4 年终考核....................................................................................................... 20 3.2.5 申诉.........