S 公司薪酬方案优化研究 在 21 世纪市场经济中，薪酬管理是所有企业发展过程中，不断探索并与时 俱进的管理环节之一，它能够直接影响企业在市场中的竞争力，对人才的管理 与引进的影响也不可忽视 。近年来，企业经营机制在逐步转换并且建立了现代 企业制度，于此同时，企业逐渐真正获得了经营自主权，如何能够让企业利润 不断积累的同时，很好地处理员工分配之间的关系，如何客观、公平、公正、 合理地报偿那些为企业奉献自己劳动力的员工们，从而既有利于企业的良性发 展，又能保证其员工能够从薪酬中获得心理上、经济上的满足，激活员工的主 观能动性，愿意与企业同发展、共命运，已成为企业自身必须解决好的问题之 一。 本论文以 S 公司作为研究对象，主要通过人力资源管理和薪酬管理理论对 S 公司进行薪酬方案优化的研究。首先介绍了 S 公司的人力资源管理现状和薪酬 方案现状；其次分析揭示 S 公司存在薪酬管理问题，结合薪酬管理理论对公司 存在的实际薪酬管理问题的原因进行了分析归纳；针对公司存在的薪酬管理问 题，采用整体优化的策略，针对公司组织结构提出运用宽带薪酬理论对薪酬方 案进行重新规划设计，并对公司的岗位进行分析评价，需要根据不同岗位的特 点，设置工资类别和以工资岗位为基础的计算方法，提出将个人绩效、工作经 验等与工资及奖金挂钩，充分调动员工的积极性，最后并提出实施薪酬方案的 保障措施，指出新的薪酬方案的执行需要过渡和测试从而发现存在的问题并改 进以保障薪酬方案的平稳进行，另外薪酬方案的调整和优化涉及每一个员工的 利益，因此提出了全员参与的保障措施，获取员工的支持和认可。 关键词： 薪酬管理，绩效评价，宽带薪酬II Abstract Study on the Optimization of the Salary System of S Company Salary management is one of the management segments which keeps up with the times and continue exploring among the processes of development of all the enterprises in 21st market economy, it can directly influence the competitive of company in market, and also has an significant impact on the management and introducing of human resource. Enterprise Management System is changing step by step and build up the modern enterprise system during these years, at the mean time, the enterprise obtains the right to make its own decision of management genuinely, how to make the profit of enterprise accumulates continuously while greatly dealing with the relationship of staff distribution, and how to reward the staffs who dedicate to the enterprise objectively, fairly and reasonably thereby benefitting fine development of the enterprise, and also make sure the staff get satisfaction of psychology and economy from the salary, activating the staff's subjective ability to make them willing to develop with the enterprise is become to one of the problems to deal with by themselves. By taking the salary management of S corporation as the research object, this paper mainly depends on the theories of human resource management and salary management to optimize the remuneration package. Firstly, the status quo of human resource management and remuneration package in S corporation was analyzed. Then issues in salary management were revealed, the factors leading to these problems were concluded conjoint with theory of salary management. The strategy of holistic optimization was applied to the salary issues, and broadband salary theory to redesign the remuneration package for problems exist in organizational structure.III Evaluations about the posts were made, and salary system was designed based on features of posts. The salary was calculated according to salary classes and posts. The final salary is linked with personal performance, experience and basic wage and bonus to stimulate staff’s enthusiasm. At last some safeguards measures were promoted which point out that the new salary system need some time for transition to make the process flow. Furthermore salary related to everyone’s profit, so staff’s support is needed, and full participation is made. Keyword: salary management, performance appraisal, broad band salaryIV 目 录 第 1 章 绪论.................................................................................................1 1.1 研究背景.............................................................................................. 1 1.2 研究意义.............................................................................................. 5 1.3 研究的方法.......................................................................................... 6 1.4 研究内容.............................................................................................. 6 第 2 章 S 公司概况及薪酬方案现状.........................................................9 2.1 S 公司概况........................................................................................... 9 2.2 S 公司薪酬方案现状 ........................................................................ 12 第 3 章 S 公司薪酬方案存在问题及成因分析......................................15 3.1 S 公司薪酬方案存在问题................................................................ 15 3.2 S 公司薪酬方案问题成因分析........................................................ 18 第 4 章 S 公司薪酬方案优化及实施保障..............................................22 4.1 S 公司薪酬方案的优化设计............................................................ 22 4.2 S 公司薪酬方案实施保障................................................................ 39 结 论 .......................................................................................................43