21 世纪，信息化浪潮席卷全球。我国也涌现出了大批的 IT 企业。IT 企业属于知识 型企业，对于知识型企业而言，人才是企业的特殊资源，也是企业竞争制胜的关键，因 此，只有合理的薪酬激励方案，才能起到良好的正向激励作用。目前，哈尔滨 OL 软件 公司的很多问题都源于薪酬激励做的不好，造成人员流动性很大。因此本文研究的重点 是建立与完善哈尔滨 OL 软件公司研发部门薪酬激励方案，以起到激励人才，留住人才 的，取得企业长足发展的作用。 本文重点讨论了哈尔滨 OL 软件公司研发部门薪酬激励方案的设计与实施保障。首 先通过组织架构、研发部门人员构成及薪酬调查，来分析哈尔滨 OL 软件公司研发部门 现行薪酬中存在的问题，重点分析研发部门的三类岗位：部门管理人员、项目经理和软 件研发人员岗。分析过程中列举目前国内外基本的薪酬模式。其次，根据研发部门三类 岗位特点，提出了不同的薪酬激励方案，部门管理人员实行年薪制。对项目经理实行“宽 带薪酬工资+项目管理奖金+特殊奖励”制。对软件开发人员实行“宽带薪酬工资+项目 开发奖金”制。同时，设计了多样化的福利项目，即弹性制福利计划。在此基础上，提 出了保障 OL 软件公司研发部门薪酬激励方案实施措施。 关键词：研发部门；薪酬激励；职务评价；方案设计Abstract In twenty-first Century, information technology is sweeping the globe. China has also emerged a large number of IT enterprises. IT enterprise belongs to knowledge intensive enterprises, knowledge type talents for enterprises, is a special resource of enterprise, is also the key to the success of the enterprise in competition, therefore, only reasonable salary incentive scheme, can play a positive incentive effect good. At present, many problems of Harbin software company OL are derived from the compensation incentive to do bad, causes the personnel mobility. Therefore, the focus of this paper is to establish and improve the R & D department pay Harbin OL software company incentive scheme to encourage talent to play, retain talent, obtains the enterprise rapid development role. This paper mainly discusses the security design and implementation of R & D department salary incentive scheme of Harbin OL software company. First of all, through the organizational structure, the R & D department personnel and salary survey, to analyze the existing research and Development Department of Harbin OL software company current compensation in question, focus on the analysis of three kinds of position R & D department: department managers, project managers and software R & D personnel gang. Listed at home and abroad basic salary mode analysis process. Secondly, according to the R & D department three kinds of job characteristics, and puts forward the scheme of different salary incentive, annual salary system for managers. The implementation of broadband pay salary + bonus + special project management award system of the project manager. Implementation of broadband salary wage + project bonus system of software developers. At the same time, the design of diversified welfare projects, namely elastic system welfare plan. On the basis of this, put forward to protect OL software research & Development Department salary incentive plan implementation measures. Keywords: R & D department; Compensation incentive; Job evaluation; Scheme design.目 录 第 1 章 绪论..............................................................1 1.1 研究背景、目的及意义 ............................................1 1.1.1 研究背景 ....................................................1 1.1.2 研究目的及意义...............................................2 1.2 国内外研究现状 ......................................................2 1.2.1 国外研究现状 ....................................................2 1.2.2 国内研究现状 ....................................................3 1.2.3 国内外研究现状评述 ..............................................4 1.3 研究的思路及方法 ....................................................4 1.3.1 研究的主要思路...................................................4 1.3.2 研究的主要方法...................................................5 1.4 的创新点 ........................................................6 第 2 章 OL 公司概况及研发部门人员薪酬激励现状 ..............................7 2.1 行业背景分析及公司简介 ..............................................7 2.1.1 行业背景分析 ....................................................7 2.1.2 公司基本概况 ....................................................8 2.2 研发部门基本概况和人员薪酬激励现状 .................................10 2.2.1 研发部门基本情况 ...............................................10 2.2.2 研发部门组织架构 ...............................................10 2.2.3 研发部门人员现状分析 ...........................................11 2.2.4 研发部门薪酬构成现状 ...........................................13 2.3 本章小结 ...........................................................15 第 3 章 OL 公司研发部门人员薪酬满意度调查分析 .............................16 3.1 薪酬满意度调查目的 .................................................16 3.2 薪酬满意度调查与分析方法 ...........................................16 3.2.1 薪酬满意度调查方法及调查时间 ...................................16 3.2.2 薪酬满意度调查问卷设计说明 .....................................16 3.2.3 薪酬满意度调查数据预处理说明 ...................................16 3.2.4 薪酬满意度调查分析结构 .........................................17 3.2.5 薪酬满意度调查分析方法 .........................................173.3 薪酬满意度调查分析 .................................................18 3.3.1 薪酬水平测量结果分析 ...........................................18 3.3.2 薪酬竞争性测量结果分析 .........................................19 3.3.3 薪酬公平性测量结果分析 .........................................20 3.3.4 薪酬清晰度测量结果分析 .........................................21 3.3.5 薪酬激励性测量结果分析 .........................................22 3.3.6 公司福利测量结果分析 ...........................................23 3.3.7 市场薪酬水平调查结果分析 .......................................24 3.4 研发部门人员薪酬激励存在的问题 .....................................25 3.5 本章小结 ...........................................................26 第 4 章 OL 公司研发部门薪酬激励方案设计 ...................................27 4.1 薪酬激励方案设计的原则和目标框架 ...................................27 4.1.1 薪酬激励设计原则 ...............................................27 4.1.2 薪酬激励方案目标框架 ...........................................27 4.2. 研发部门管理人员薪酬设计 ..........................................28 4.2.1 部门管理人员年薪制 .............................................28 4.2.2 年薪制的模式 ...................................................28 4.2.3 部门管理人员薪酬激励方案 .......................................29 4.3 研发部门项目经理薪酬设计 ...........................................31 4.3.1 项目经理岗位特点 ...............................................31 4.3.2 项目经理薪酬激励模式 ...........................................32 4.3.3 项目经理薪酬激励方案 ...........................................32 4.4 研发部门研发人员薪酬激励设计 .......................................34 4.4.1 研发人员特点 ...................................................34 4.4.2 研发人员薪酬模式 ...............................................34 4.4.3 研发人员薪酬方案 ...............................................35 4.5 公司的福利设计 .....................................................38 4.5.1 自助式福利 .....................................................38 4.5.2 福利制度........................................................39 4.5.3 福利清单 .......................................................40 4.6 本章小结 ...........................................................41第 5 章 OL 公司研发部门薪酬激励方案实施保障措施 ...........................42 5.1 观念保障 ...........................................................42 5.1.1 宣传保障........................................................42 5.1.2 培训保障........................................................42 5.1.3 沟通保障........................................................42 5.2 组织保障 ...........