国家物资储备综合仓库是直属国家发展与改革委员会国家物资储备局的事业 单位，随着世界进入 21 世纪，尤其是中国加入 WTO 之后，市场经济进一步活跃， 储备综合仓库走向仓储物流市场，它的产业属性日渐显露。但是，由于储备综合 仓库在计划经济下很长一段时间只强调事业单位属性，其管理体制和运行机制不 可避免的存在很多弊端，尤其体现在人力资源的管理上，没有形成符合自身工作 性质与特点的人事管理制度，特别是分配制度严重滞后。因此，如何在日益激烈 的市场竞争中通过对储备综合仓库内部人力资源的整合从而带动整个单位的发 展，成为整个储备系统都面临的重大课题。本篇报告选取四川储备系统中一个有 代表性的综合仓库进行薪酬方案优化设计。通过为储备系统综合仓库设计一套适 应市场经济的薪酬制度和绩效考核方法，为其他事业单位薪酬制度改革提供一种 思路。 本篇报告分为五个部分，包括理论辅助和实证分析两大部分，综合运用了文 献检索法、案例研究法、深度访谈法等方法。第一章导论部分引出问题，阐述本 文研究的内容、意义和方法，第二章是理论辅助部分，主要是阐述现代薪酬的概 念和相关理论，现代薪酬的发展模式及本文采用的理论知识。第三章分析说明我 国事业单位薪酬制度存在的问题，重点介绍国家物资储备综合仓库薪酬制度的问 题的缘由和解决思路。第四章选取储备系统综合仓库 S 处为样本，对该仓库的薪 酬方案进行优化设计。最后一章是优化后的薪酬方案的实施及相关保障措施。 关键词，综合仓库，薪酬方案，优化Abstract Nation Commissary Comprehensive Storage Warehouse is an administrator apartment under the China Development and Reform Committee Commissary Storage Bureau. Since China entranced the WTO, social market economy have become more flourish. The comprehensive storage deports are updating material currency and its industry attribute getting in focus. For the long stage of China Plan Economy as a administrator, however, the warehouse existed much abuse about the management system and operate system. The shortages can be exactly found on the human resource management (HRM): never form appropriate HRM frame perspectives, especially at the distribution aspect. Now, it is a critical question that conform the human resource in the storage to develop total unit on the cruelty competition market. By the analysis of a typical comprehensive deport of storage system, this paper practice pay optimization. With an aim to improve the storage salary system and performance evaluation, the author wishes to provide a vivid case study on the field and makes contribution to the design of salary and performance. This thesis can include five parts: theory assistance and case analysis, they applied literature search method, case study and interview method integrated. First the paper gives an account to the content, meaning and function. Second, theory assistance introduce concept of modern compensation and related theory. Third, it analyzed the compensation question about administrator bureau, and focuses on the reasons and solve means about the Nation Commissary Comprehensive Storage Warehouse. Fourth, chose “S”, a storage system comprehensive deport, as an example to optimize the salary .Finally, evaluated compensation system, discussed about the carry out and ensure steps. Key Words: Storage Warehouse, compensation system , optimize目 录 第一章 绪论.................................................................................................................. 1 1.1 问题的提出............................................................................................................. 1 1.2 研究意义................................................................................................................. 2 1.3 研究内容................................................................................................................. 3 1.4 研究方法................................................................................................................. 5 第二章 薪酬的相关理论概述...................................................................................... 6 2.1 薪酬的概念与薪酬的构成..................................................................................... 6 2.1.1 薪酬的定义 ...................................................................................................... 6 2.1.2 薪酬的构成 ...................................................................................................... 6 2.2 薪酬设计的目标与原则......................................................................................... 8 2.2.1 薪酬设计的目标 .............................................................................................. 8 2.2.2 薪酬设计的原则 .............................................................................................. 9 2.2.3 薪酬的功能 .................................................................................................... 10 2.3 薪酬方案的设置程序............................................................................................11 2.4 海氏薪酬的理论研究与实践述评....................................................................... 12 第三章 四川储备综合仓库 S 处薪酬方案的演变及问题分析................................ 15 3.1 储备综合仓库双重属性的客观现状................................................................... 15 3.2 国家物资储备系统薪酬制度演变的分析........................................................... 15 3.3 四川物资储备综合仓库 S 处的薪酬方案现状分析 .......................................... 16 3.3.1 四川物资储备综合仓库 S 处概况 ............................................................... 16 3.3.2 四川物资储备综合仓库 S 处人力资源及组织结构现状 ............................ 17 3.3.3 物资储备综合仓库 S 处的工资组成和标准 ................................................ 20 3.3.4 储备综合仓库 S 处薪酬制度改革前存在的问题 ........................................ 24 第四章 物资储备综合仓库 S 处的薪酬优化设计.................................................... 26 4.1 薪酬优化设计的理念........................................................................................... 26 4.1.1 薪酬设计意义 ................................................................................................ 26 4.1.2 薪酬优化设计原则 ........................................................................................ 26 4.1.3 薪酬优化设计应注意问题 ............................................................................ 27 4.1.4 薪酬优化设计的导向 .................................................................................... 28 4.2 海氏薪酬在综合仓库 S 处薪酬优化设计的运用 .............................................. 29 4.2.1 综合仓库 S 处岗位的海氏评估 .................................................................... 29 4.2.2 综合仓库 S 处薪酬水平的设定 .................................................................... 31 4.3 综合仓库 S 处物质薪酬优化的具体内容 .......................................................... 344.3.1 综合仓库 S 处物质薪酬优化的总原则 ........................................................ 34 4.3.2 物质薪酬优化设计后的组成 ........................................................................ 34 4.3.3 岗位工资的优化设计 .................................................................................... 35 4.3.4 绩效工资的优化设计 .................................................................................... 37 4.3.5 特殊岗位津贴补贴的实施 ............................................................................ 41 4.4 综合仓库 S 处非物质薪酬激励体系的设计 ...................................................... 41 第五章 薪酬方案的实施............................................................................................ 44 5.1 薪酬方案的实施动力和阻力预测....................................................................... 44 5.1.1 薪酬改革的动力 ............................................................................................ 44 5.1.2 薪酬改革的阻力 ............................................................................................ 44 5.2 相关配套措施....................................................................................................... 45 结束语..........................