移动互联网与信息技术的快速发展，拓宽了信息传播的速度与渠道，改变广大用 户获取信息方式的同时，也颠覆了平面媒体传统的业务形态。由此直接造成众多平面 媒体广告业务不断萎缩、发行连年亏损。从市场发展来看，平面媒体广告、发行、会 展三驾马车齐驱的业务状况已经发生根本性变化；从行业发展来看，媒体融合发展已 经成为媒体行业发展的重要趋势。平面媒体正处于业务转型的关键时期，业务创新与 转型直接关系其能否生存。而业务转型过程中，平面媒体普遍面临原有的薪酬管理体 系与企业发展无法适应的问题，行业内也匮乏系统性解决平面媒体应对市场变化及媒 体融合发展要求的薪酬管理体系经验借鉴。 本文以平面媒体企业影响力传媒公司为研究对象，分析研究其薪酬管理体系存在 的问题，为其设计解决方案并应用实施。首先，通过文献检索、问卷调查、实地调研、 实证比较等方法，分析研究影响力传媒公司原有的薪酬管理体系，确定其存在的主要 问题。这些问题包括，企业主要管理人员职务、薪酬能上不能下；媒体业务转型的同 时激励体系严重滞后；经营与采编岗位薪酬管理与媒体融合发展战略无法对应等。然 后针对上述问题，结合理论知识的学习与多年的工作实践经验，将该公司岗位进行重 新梳理，明确公司岗位分为管理、经营、采编和支撑四类岗位，并根据公司业务转型 和战略发展的需要，分别根据四类岗位工作特点设计各自的薪酬管理体系。将主要管 理岗位人员的薪酬与经营绩效、管理绩效直接挂钩，并明确其岗位调整及薪酬升降依 据；将经营岗位人员的薪酬与经营任务及新老客户、新媒体业务及项目利润率直接挂 钩，加大其薪酬升降幅度；将采编岗位人员薪酬与融媒体业务指标直接挂钩，强化其 实施公司战略目标的积极性；将支撑岗位人员薪酬定岗定薪的同时，与公司经营绩效 挂钩，提高其服务公司经营业务的意愿；与此同时增加通用激励方案设计，全面提升 员工薪酬激励力度。最后，为保障新薪酬管理体系顺利实施，按照实施风险的大小进 行分步实施与实证分析，稳步推进薪酬管理体系的实施。 总体而言，从实施效果来看，影响力传媒公司新的薪酬管理体系全面实施增强了 内部公平性、提高了外部竟争性、强化了薪酬激励性，公司员工的工作热情与业务创 新能力不断提高，有效提升公司的经营能力与战略实施能力，直接带动公司营业收入 的全面提升，在解决影响力传媒公司薪酬管理问题的同时，为行业内平面媒体企业提 供了借鉴。 关键词，薪酬；薪酬管理体系；绩效薪酬；激励薪酬内蒙古工业大学硕士学位论文 II Abstract The rapid development of mobile Internet and information technology has broadened the channels and speed of information dissemination, changed the way users access information, but also subverted the traditional business form of printed media. As a result, many printed media advertising businesses have been shrinking and their issuance has been losing money for years. From the perspective of market development, the business situation of printed media advertising, distribution and exhibition has changed fundamentally; from the perspective of industry development, the development of media convergence has become an important trend of media industry development. Printed media is in the critical period of business transformation. Business innovation and transformation are directly related to its survival. In the process of business transformation, printed media generally faces the problem that the original compensation management system can not adapt to the development of enterprises. There is also a lack of systematic experience to solve the problem of the compensation management system of printed media in response to market changes and media integration development requirements. This paper takes the influence media company of printed media enterprise as the research object, analyses and studies the problems existing in its compensation management system, designs solutions and implements them. Firstly, through literature search, questionnaire survey, field research, empirical comparison and other methods, analyzed the original compensation management system of influential media companies, and identified the main problems. These problems include: the position and salary of the main managers of enterprises can not go up and down; the incentive system is lagging behind seriously while the media business is transformed; the salary management of the salesman and reporter can not correspond to the development strategy of media integration. Then, in view of the above problems, combined with the learning of theoretical knowledge and working experience, the company's positions are reorganized, and it is clear that the company's positions are divided into four categories: management, salesman，reporter and support staff. According to the needs of the company's business transformation and strategic development, the company designs their respective compensation management systems according to the characteristics of the four types of positions. The salary of the main managerial posts is directly linked to the operation performance and management performance, and the basis for their post adjustment and salary rise and fall is clarified; the salary of the salesman is directly linked to the operation tasks, new and old customers, new media business and project profit margin. the salary rise and fall range is increased; the salary of the reporter is directly linked to the index of the media convergence development, so as to strengthen its enthusiasm to implement the company's strategic objectives. The salary of support staff should be accord with post, and linking up with the company's operating performance, improving the willingness of its service company to operate business. At the same time, we will increase the design of general incentive scheme to comprehensively enhance the incentive incentive of employees. Finally, in order to ensure the smooth implementation of the new compensation management system, step-by-step implementation and empirical analysis are carried out according to the size of the内蒙古工业大学硕士学位论文 III implementation risk, and the implementation of the compensation management system is steadily promoted. Generally speaking, from the perspective of implementation effect, the full implementation of the new compensation management system, has enhanced internal fairness, enhanced external competitiveness, strengthened incentive incentives, continuously improved the enthusiasm and business innovation ability of employees, effectively enhanced the company's operational ability and strategic implementation ability, and directly promoted the overall improvement of the company's business income. At the same time, it provides reference for printed media enterprises in the industry. Key words: Salary; Compensation Management System; Performance Salary; Incentive Salary内蒙古工业大学硕士学位论文 IV 目 录 摘要................................................................. I Abstract.............................................................. II 第一章 绪论............................................................ 1 1.1 研究背景及意义.................................................. 1 1.2 研究内容及目的.................................................. 1 1.3 国内外研究现状及发展趋势 ....................................... 2 1.3.1 国外研究现状及发展趋势.................................... 2 1.3.2 国内研究现状及发展趋势.................................... 4 1.4 研究内容和方法 ................................................. 6 1.5 研究解决的主要问题 ............................................. 6 1.6 本文的创新点 ................................................... 7 第二章 相关概念与理论方法.............................................. 8 2.1 薪酬与薪酬管理的概念 ........................................... 8 2.2 激励薪酬与绩效考核研究 ........................................ 10 2.3 融媒体绩效评价研究 ............................................ 12 第三章 影响力传媒公司概述............................................. 14 3.1 公司简介 ...................................................... 14 3.2 公司经营情况 .................................................. 14 3.3 公司管理体系现状 .............................................. 15 3.3.1 公司发展战略体系现状..................................... 15 3.3.2 公司人力资源现状......................................... 16 3.3.3 公司原有薪酬管理体系简介...................