产品的研究与开发是企业的核心生产力,但目前的很多企业只是口头上以技术为中 心，其实并没有真正发现研发人员的紧迫性和重要性，研究水平和层次得不到提高，导致 企业研发岗位招聘不到一流的人才和经常性的人员流失。另一方面缺乏研发人员激励机 制，薪酬水平按照固定工资和工作年限平均进行分配，大家干好更好一个样，干多干少一 个样，官本位现象泛滥，造成了大家宁肯放弃专业研究也要往管理岗位上晋升发展，不可 避免造成了研发人才的转移和流失，无法把最优秀的技术人员留在研发岗位上。员工队伍 不稳定、新人缺乏传、帮、带，没有提升的机会等诸多问题。为了激励研发人员，提高创 新的积极性和主动性，使企业重新迸发出新的活力，改革传统的薪酬机构，重新设计研发 人员的薪酬体系已势在必行。 兽药行业作为 21 世纪的朝阳企业，在我国起步较晚，基础条件差，研发能力不足， 远远满足不了中国这个畜牧大国发展的需要。从企业角度而言，在企业今后的发展中，除 了注重对现有产品的改良升级，还要重视对研发的管理，在提高畜牧生产水平基础上，加 强研发人员对兽药产品的研究与开发，从研发员工这一驱动力视角分析我国兽药企业的发 展十分必要。 本论文以某动物药厂的研发人员薪酬体系现状为研究背景，首先对薪酬的概念及其发 展的历史沿革进行了理论的概述，并引出本论文研究的能力及能力薪酬设计等相关概念及 理论。然后，介绍了某动物药厂及动物药厂实施的研发人员薪酬体系的基本情况，利用调 查问卷和访谈的方法收集数据，并分析指出某动物药厂现有的研发人员薪酬体系存在的问 题和产生的原因，进一步阐述了采用能力薪酬体系对于激励研发人员、提高企业核心竞争 力的重要性。最后针对研究对象即动物药厂研发人员进行了基于能力的薪酬体系的再设 计，在方案设计过程中采用了调查问卷法、访谈笔录法、层次分析法，360 度评价法，结 合企业的实际情况，运用宽带薪酬和全面薪酬对研发人员的薪酬体系进行调整和完善，最 终确定了某动物药厂研发人员的薪酬体系。 关键词：能力薪酬，宽带薪酬，研发人员，动物药厂河北工业大学工商管理硕士（MBA）学位论文 ii A RESEARCH OF PAYMENT SYSTEM DESIGN FOR AN ANIMAL PHARMACEUTICAL FACTORY ABSTRACT Since R&D is the competitive advantage of one enterprise, the current situation that many enterprises only superficially focus on technology without acknowledging the urgency and importance of R&D researchers has led to the result of not being able to improve research standard and a lack of high quality of human resource and a frequent loss of employees. On the other hand, the lack of motivation system, fixed salary level, which means the salary does not depend on the quality and quantity of one’s work, and bureaucracy together, they created the result that people would rather give up research but try to achieve promotion, which will further lead to the loss of human resource and the enterprise could not retain people at the research position. In order to motivate research staff, improve their motivation and positive attitude, and vitalise the enterprise, transforming traditional payment system, re-design of it is about to come. As a rising industry in 21st century, animal medicine industry started late in our country with weak infrastructure and research capability, which is far less sufficient for satisfying the need of such a huge country of herding, like China. From the perspective of enterprise, in further development, besides valuing upgrading of current products, it is more important to treasure the management towards R&D, on the basis of improving herding standard, it is essential to strengthen the R&D towards animal medicine and start to analyse from the perspective of research employees. This paper’s research background is the current situation of R&D researchers’ payment system, firstly introduces the concept and the development of payment, and introduces the relevant concepts and theories about the capabilities and capability payment design of this research. Then, this paper introduces a certain animal medicine factory and its employees’ payment system, with questionnaire and interviews collecting data, this paper analyses current problems and their causes in this system, and discusses the importance of stimuli of researchers, improvement of competitive advantages. Finally, this paper re-designs the payment system focusing on animal plant researchers, with questionnaire, interviews, analytic hierarchy process, 360 degree evaluation method, combing with the reality of the enterprise, uses Broadband Salary and Total Rewards to justify and improve payment system, finally , determines the payment of this plant. KEY WORDS：capability payment，broadband salary，researchers，animal pharmaceutical factory河北工业大学工商管理硕士（MBA）学位论文 iii 目 录 第一章 绪论....................................................................... 1 §1-1 研究背景 ...................................................................... 1 §1-2 研究意义 ...................................................................... 1 §1-3 研究内容和方法 ................................................................ 2 1-3-1 研究内容..................................................................... 2 1-3-2 研究方法..................................................................... 2 第二章 已有研究综述 ............................................................ 3 §2-1 薪酬概念历史溯源 .............................................................. 3 §2-2 研发人员概念界定 .............................................................. 4 2-2-1 概念界定..................................................................... 4 2-2-2 行为特征..................................................................... 4 §2-3 能力薪酬研究综述 .............................................................. 5 2-3-1 能力薪酬的概念............................................................... 5 2-3-2 能力薪酬体系的作用........................................................... 5 2-3-3 能力薪酬体系的设计原则....................................................... 6 第三章 动物药厂研发人员薪酬体系概述 ....................................... 8 §3-1 动物药厂基本情况............................................................... 8 §3-2 动物药厂研发人员薪酬体系现状................................................... 9 §3-3 动物药厂研发人员薪酬满意度调查................................................ 11 §3-4 动物药厂研发人员薪酬体系存在问题.............................................. 11 第四章 动物药厂研发人员薪酬体系设计 ...................................... 14 §4-1 能力薪酬体系的适用性.......................................................... 14 4-1-1 能力薪酬与岗位薪酬 ......................................................... 14 4-1-2 能力薪酬体系适用性 ......................................................... 14 §4-2 动物药厂能力薪酬体系设计原则与思路............................................ 16 4-2-1 能力薪酬体系设计原则........................................................ 16 4-2-2 能力薪酬体系设计思路........................................................ 16 §4-3 动物药厂能力薪酬体系设计方案.................................................. 17 4-3-1 核心能力分析................................................................ 17 4-3-2 能力模型确定................................................................ 19 4-3-3 要素权重赋值................................................................ 24 4-3-4 能力等级评定................................................................ 28 4-3-5 薪酬体系构建................................................................ 35 4-3-6 薪酬体系实施................................................................ 38 第五章 结论...................................................................... 40河北工业大学工商管理硕士（MBA）学位论文 iv