ZT 集团公司生产经营状况良好，作为一家年轻的中小型生产企业，公司在 发展过程中、特别是人力资源管理方面面临着一系列的问题。首先，ZT 公司的 薪酬体系设计不够科学、合理，很多相关制度都是管理层参考其他同类型企业 制定的，随意性很强,薪酬结构水平亟待提高。其次，ZT 集团公司正处在企业战 略转型期,公司现行的薪酬体系配套制度十分不合理,无法充分激励员工发挥主 观能动性，导致员工工作积极性不高。薪酬制度的缺陷直接影响了 ZT 公司战略 目标的实现。针对公司薪酬体系目前存在的问题,论文作出了深入详细的研究分 析，对其进行了优化设计，只有这样，才能使薪酬制度能吸引人才，更好地与 公司总体战略相匹配。 ZT 集团公司现行的人力资源及薪酬体系制度存在比较严重的问题。首先， 论文通过薪酬满意度调查，发现大部分员工甚至部分管理层都认为目前的薪酬 体系不是很合理，无法充分激励员工，甚至造成了人才的流失。针对此问题， 本文对 ZT 集团公司所有岗位进行了岗位分析和岗位评价，然后对现行薪酬结构 做了合理调整，划分了职级。其次，目前 ZT 集团公司的薪酬体系没有配套保障 性措施，例如科学的绩效考核体系，论文在薪酬体系优化完成后，又针对 ZT 集 团的特点，设计了若干保障性措施。最后，针对公司的人才流失问题，设计了 根据不同员工类型特点的补充薪酬激励措施，从薪酬待遇方面缓解人才流失现 象。 通过对 ZT 集团公司薪酬体系中存在问题的剖析研究以及薪酬满意度调查， 论文得出了公司薪酬体系较为不合理，制约了公司发展的结论。论文运用目前 较为先进的薪酬体系理论和方法，对 ZT 集团的薪酬体系进行了外科手术式的优 化，这套薪酬体系优化方案，可以使公司韬光养晦，顺利渡过经济萧条期，谋 求长足发展，迎接实体经济的复苏，使企业的发展迈上一个新的高度。 关键词:ZT 公司；薪酬体系；优化方案II Abstract ZT group company runs normally. As a young and medium-sized manufacturing enterprise, ZT group company are facing many problems, especially in the human resources management. First of all, the compensation system design of ZT group company is not scientific and reasonable. Currently, compensation system which used by ZT group are basically copy from craft brothers and the randomness is very strong. Secondly, ZT group is in the corporate strategic transformation period, the company's current salary system matching system is very unreasonable, can not motivate employees to play the initiative of the staff, resulting in the enthusiasm of the staff is low. Finally, ZT group company did not establish an effective performance appraisal system. As it is known , the compensation system good or not, mostly depend on the performance appraisal system. Therefore, improve the existing performance appraisal system is also an urgent task of ZT group company. Now, ZT group company is facing a severe economic environment. The compensation system has many problems, which result in ZT group unable to retain key employees, loss of research staffs and existing workers with low activeness. Firstly, this dissertation did the job of analysis and evaluation for all positions in ZT company. After that, this dissertation made reasonable adjustments to the existing compensation structure, divided the rank and made the subdivision compensation scheme according to the different type of staffs. In addition, the paper also provides some measures in order to insure the implementation of the optimization scheme for the compensation system. Through the analysis of the problems in the compensation system of ZT group company, it is concluded that the company's compensation system is not reasonable, which restricts the development of the company. The paper used advanced measures to optimize ZT group compensation system, which can make the company become stronger。Meanwhile，ZT group can also smoothly go through the recession period and attain long-term development.III Key words，ZT；Compensation System；Optimization SchemeIV 目 录 第一章 绪 论 ..........................................................................................1 第一节 研究背景和意义........................................................................................1 一 研究背景........................................................................................................................1 二 研究意义........................................................................................................................2 第二节 研究内容及框架........................................................................................2 第三节 采用的研究方法........................................................................................4 第四节 相关的文献基础........................................................................................5 第二章 ZT 集团薪酬体系现状..............................................................7 第一节 公司简介....................................................................................................7 第二节 集团人力资源管理现状............................................................................7 一 集团的组织架构............................................................................................................7 二 集团的人力资源现状....................................................................................................8 三 人力资源管理体系特点 ................................................................................................9 第三节 集团薪酬体系建设情况..........................................................................10 一 薪酬构成......................................................................................................................10 二 职级薪酬......................................................................................................................13 三 员工福利......................................................................................................................13 第三章 ZT 集团薪酬体系存在问题的调查研究......................................15 第一节 薪酬满意度调查......................................................................................15 一 调查目标......................................................................................................................15 二 调查问卷......................................................................................................................15 三 调查结果......................................................................................................................16 第二节 薪酬体系存在的问题..............................................................................19V 一 薪酬制度设计不科学..................................................................................................19 二 薪酬体系公平公正度不足 ..........................................................................................20 三 薪酬制度与集团总战略不匹配 ..................................................................................20 四 非经济性薪酬建设滞后 ..............................................................................................21 五 绩效考核体系功能缺失 ..............................................................................................21 第三节 薪酬体系问题的成因..............................................................................22 一 薪酬体系设计缺乏规范流程 ......................................................................................22 二 岗位价值确定不科学..................................................................................................22 三 人力资源战略理念落后 ..............................................................................................23 四 非经济性薪酬建设缺失 ..............................................................................................23 五 绩效考核体系设计不科学 ..........................................................................................24 六 家族式企业管理..........................................................................................................24 第四章 ZT 集团薪酬体系的优化方案................................................26 第一节 薪酬体系优化的目标、原则和思路......................................................26 一 优化的目标..........................