济州岛餐饮公司薪酬方案设计 在人力资源管理过程中，薪酬是吸引、留住、激励乃至稳定员工队伍的重 要因素之一。因此，科学的薪酬方案设计已成为当今餐饮公司解决员工频繁流 失，招工难，留人难等问题的焦点。 济州岛餐饮公司是一家民营企业，以餐饮娱乐和生态园为主要经营项目。 济州岛餐饮公司是典型的服务行业，具有非常明显的劳动密集型的特点，这也 说明稳定的员工队伍是保证公司健康发展的根本。随着我国经济的发展，餐饮 业迅猛增加，竞争也日益激烈，良好的服务质量俨然已成为各个餐饮公司间争 夺市场、立于不败之地的制胜法宝，而良好的服务质量取决于成熟稳定的员工 队伍。济州岛餐饮公司由于薪酬水平低、结构单一，缺乏科学合理的薪酬体系， 致使人员大量流失，服务人员短缺，服务质量下降，客源流失严重，经济效益 大幅度下滑，竞争优势也逐渐减弱。因此，针对当前人员频繁流失，留不住人 的现状设计一套行之有效的薪酬方案已成为济州岛餐饮公司急需解决的难题。 本文结合济州岛餐饮公司的实际情况，通过访谈法和问卷调查，深入分析 现有薪酬结构存在的问题以及原因，有针对性的设计出一套薪酬方案，最终解 决济州岛餐饮公司人员频繁流失的问题，同时为其他服务行业解决人员流失提 供参考。本文主要分四章阐述，第一章主要介绍选题的背景和意义，依据现有 的薪酬理论和实际情况，确立济州岛餐饮公司薪酬体系设计的思路和研究方法， 从而实现整体的研究目标。第二章主要介绍济州岛餐饮公司的概况和现有薪酬 体系现状，发现问题并根据存在的问题进行原因分析。该餐饮公司主要存在薪 酬水平偏低、薪酬结构单一、缺乏公平性、激励性不足等问题。 第三章主要介 绍济州岛餐饮公司薪酬方案设计。结合薪酬管理理论的方法及原理，明确薪酬 方案设计的政策和原则。通过前期的薪酬调查、岗位分析与评价进行薪酬结构II 设计，在优化原有的基本工资和绩效工资的基础上，增加加班薪酬、福利薪酬 和其他柔性薪酬，并且明确薪酬水平和各岗位薪酬套算，以期实现济州岛餐饮 公司现有薪酬体系的优化升级。第四章主要介绍济州岛餐饮公司薪酬方案的实 施和保障措施。薪酬方案分别从实施前的宣传、实施步骤、实施措施三个维度 进行阐述。实施前的宣传动员侧重塑造良好的企业文化、薪酬方案的宣传和成 立薪酬方案推行小组；实施步骤侧重强化人力资源管理，与财务部门协调配合， 并由部门到整体逐步推行；实施的保障措施侧重于公开薪酬核算和支付的全过 程，注重与员工的沟通反馈，关注外部市场环境的变化。 济州岛餐饮公司作为服务型企业，正处于快速发展时期。科学的薪酬方案 设计将助力于企业打造一支服务好且稳定的员工队伍，在一定程度上决定了该 餐饮公司的发展速度和市场认可度。 关键词： 餐饮公司，薪酬方案，人员流失III Abstract Design of the Salary Plan for JeJu Island Catering Company In the human resources management process, compensation is one of the important factors to attract, retain, motivate and even stabilize the workforce. Therefore, the design of scientific compensation plan has become the focus of today's catering companies to solve the problems of frequent employee turnover, difficulty in recruiting workers, and difficulty in retaining people. Jeju Island Catering Company is a private enterprise with a focus on catering, entertainment and ecological parks. Jeju Island Catering Company is a typical service industry with very obvious labor-intensive features, which also shows that a stable workforce is fundamental to the healthy development of the company. With the development of China's economy, the catering industry has increased rapidly and competition has become increasingly fierce. The quality of service has become a magic weapon for catering companies to compete for the market and remain invincible. The quality of service depends on maturity and stability. The workforce. Due to the low salary level, single structure and lack of scientific and reasonable salary system, Jeju Island Catering Company has caused a large number of personnel to be lost, the shortage of service personnel, the decline of service quality, the serious loss of customers, the significant decline in economic benefits and the gradual weakening of competitive advantage. Therefore, designing an effective compensation plan for the current situation of frequent loss of personnel and the inability to retain people has become an urgent problem for Jeju Island Catering Company. Based on the actual situation of Jeju Island Catering Company, this paper analyzes the problems and causes of the existing salary structure through interviews and questionnaires, and designs a compensation plan in a targeted manner to finally solve the frequent loss of the staff of Jeju Island Catering Company. The problem, while providing a reference for the loss of staff in other service industries. This paperIV is mainly divided into four chapters. The first chapter mainly introduces the background and significance of the topic. Based on the existing salary theory and actual situation, the paper establishes the ideas and research methods of the salary system design of Jeju Island Catering Company, so as to achieve the overall research goal. The second chapter mainly introduces the general situation of Jeju Island Catering Company and the current status of the existing salary system, finds the problem and analyzes the cause according to the existing problems. The third chapter mainly introduces the salary plan design of Jeju Island Catering Company. Through the previous salary survey, job analysis and evaluation, the salary structure design, on the basis of optimizing the original basic salary and performance salary, increase overtime pay, welfare pay and other flexible pay, and clear the salary level and salary compensation for each position. In order to achieve the optimization and upgrading of the existing compensation system of Jeju Island Catering Company. The fourth chapter mainly introduces the implementation and safeguard measures of the compensation plan of Jeju Island Catering Company. The compensation plan is elaborated from three dimensions: propaganda, implementation steps and implementation measures before implementation. The pre-implementation mobilization focuses on shaping the good corporate culture and the promotion of compensation plans; the implementation steps focus on strengthening human resource management, coordinating with the finance department, and gradually implementing it from the department to the whole; the implementation of the safeguard measures focuses on public compensation and payment. The whole process, focusing on communication feedback with employees, pay attention to changes in the external market environment.As a service-oriented company, Jeju Island Catering Company is in a period of rapid development. The scientific salary plan design will help the company to build a well-served and stable staff team, which determines the development speed and market recognition of the catering company to a certain extent. Keywords: Catering company, Compensation plan, Staff turnoverV 目 录 第 1 章 绪论............................................................................................1 1.1 研究背景与意义 .........................................................................1 1.2 研究方法与内容 .........................................................................2 1.3 理论基础和文献综述 .................................................................3 第 2 章 济州岛餐饮公司的概况及现有薪酬体系分析......................11 2.1 济州岛餐饮公司的概况 ...........................................................11 2.2 济州岛餐饮公司现有薪酬体系现状 .......................................15 2.3 济州岛餐饮公司现有薪酬体系存在的问题与原因分析.......17 第 3 章 济州岛餐饮公司薪酬方案设计..............................................20 3.1 薪酬方案设计的政策与原则 ...................................................20 3.2 薪酬调查 ...................................................................................22 3.3 岗位分析与评价 .......................................................................23 3.4 薪酬结构设计 ...........................................................................34 3.5 薪酬水平与各岗位薪酬套算 ...................................................39 第 4 章 济州岛餐饮公司薪酬方案的实施与保障措施......................41 4.1 薪酬方案实施前的宣传动员 ...................................................41 4.2 薪酬方案的实施步骤 ..............