随着市场经济的深入发展和人民生活水平的不断地提高，人们对旅游消费的需 求也不断上升，旅游行业得到快速发展。根据“十二五”规划，未来五年中国政府 将多策并举，把旅游业培育成国民经济的战略性支柱产业。大洪山旅游开发有限公 司是从事荆门绿林山风景区开发的专业公司，在公司快速发展过程中，薪酬管理起 着举足轻重的作用，一个设计良好的薪酬体系是企业吸引人才、稳定人才、激发人 才潜能发挥的主要机制，是提高企业绩效、促进企业发展的重要动力。因此，进一 步优化薪酬体系，是公司打造企业核心竞争力、取得进一步发展的关键所在。 本文将以理论联系实际的研究方法对京山大洪山旅游开发有限公司薪酬管理进 行研究。本文以现代薪酬管理理论和组织管理理论为指导，结合京山大洪山旅游开 发有限公司的实际情况，从吸引人才、留住人才、用好人才的角度出发，对京山大 洪山旅游开发游有限公司的薪酬体系进行了现状分析和薪酬管理体系设计，指出京 山大洪山旅游开发有限公司在薪酬管理上所存在的不足，并在此基础上提出了薪酬 完善的措施，以促进京山大洪山旅游开发有限公司薪酬管理体系的优化，解决当前 存在的困扰公司发展的一些问题，从而加快京山大洪山旅游开发有限公司现代企业 制度建立和完善的步伐，促进公司的发展。 关键词：薪酬方案 人力资源管理 岗位分析 绩效考核II 华 中 科 技 大 学 硕 士 学 位 论 文 Abstract With the development of marketing economy and the improvement of people’s living condition, tourism is becoming more and more popular in China, and the tourism industry is developing very fast in China. According to the “Twelfth Five Year Plan”, China government will encourage the tourism industry to be the strategic pillar industry of the national economy by launching supportive policies. Dahongshan Tourism Development Co., Ltd is specialized in the management of the Lvlin Mountain Resort. In the fast development of the company, the salary management is playing a very important role. One well designed salary system helps the company to attracting talents, stabilize talents and encourage talents, it is a good method to improve the performance of the talents and drive the company moving forward. Therefore, it is very important for the company to optimize its salary system, and it is also one important part for the company to build its core competence. This thesis studied the salary management system of Jingshan Dahongshan Tourism Development Co., Ltd by using the methods of combining the theory with practice. The author uses the modern salary management theory as its guide, it analyzed the real situation of the company, from the aspects of how to attract, stabilize and use the talents, and it also designed a new salary management system according. This thesis pointed out the disadvantages of the company, and provided the measures for improvement; this will be helpful for the company to optimize its salary management system and management system and to solve the problem puzzled the further development of the company and to accelerate the development of the company. Key words: Salary scheme Human resource management Position analysis Performance evaluation.III 华 中 科 技 大 学 硕 士 学 位 论 文 目 录 摘要...............................................................................................................I Abstract...........................................................................................................II 1 绪论 1.1 研究背景...............................................................................................(1) 1.2 国内外研究现状 ..................................................................................(3) 1.3 研究思路、内容与方法 ......................................................................(5) 2 薪酬设计的概念及相关理论 2.1 薪酬概念...............................................................................................(7) 2.2 薪酬的设计原则 ..................................................................................(7) 2.3 薪酬策略...............................................................................................(9) 2.4 薪酬设计步骤 ....................................................................................(10) 3 大洪山旅游开发有限公司薪酬方案分析 3.1 京山大洪山旅游开发有限公司的人力资源管理 ............................(13) 3.2 现行薪酬方案 ....................................................................................(14) 3.3 现行薪酬管理体制特点 ....................................................................(15) 3.4 大洪山旅游开发有限公司薪酬问题分析 ........................................(16) 4 大洪山旅游开发有限公司薪酬方案设计 4.1 公司薪酬设计的整体思路 ................................................................(20) 4.2 公司薪酬设计的原则 ........................................................................(21) 4.3 薪酬调查.............................................................................................(22) 4.4 改进岗位价值评估 ............................................................................(26) 4.5 薪酬结构、要素的优化 ....................................................................(29)IV 华 中 科 技 大 学 硕 士 学 位 论 文 4.6 福利制度改善 ....................................................................................(34) 4.7 薪酬体系的实施 ................................................................................(35) 结束语..........................................................................................................(37) 致 谢..........................................................................................................(38)