随着知识经济时代的到来，以知识和脑力劳动为基础的经济已经成为世界经 济发展的主流。在这样的经济发展背景之下，企业的市场竞争在很大程度上体现 的是对人才的争夺。因此，对于诸多企业来说，如何吸引人才、留住人才，有效 地激励人才是不可回避且亟需解决的问题。薪酬作为员工与企业之间的重要纽带 和桥梁，是员工价值的核心表现形式之一，组织发放的薪酬是否与员工的预期相 匹配，影响着员工的职位、绩效与职业发展定位，对人才的成长和流动也有着较 强的指导作用。因此，在当前激烈的市场竞争环境下，如何设计一套具有公平性、 竞争性和激励性的薪酬方案，已经成为企业面临的重大课题。 本文主要以德威集团公司当前的薪酬方案实施情况为研究对象，在经过对该 企业现行薪酬方案中存在的问题进行归纳、总结及数据分析研究之后，综合运用 人力资源管理、薪酬管理、组织行为学等相关理论和工具，根据薪酬方案设计的 一般流程，对现行的薪酬方案进行优化设计，并对优化后的薪酬方案在后续实际 执行过程可能出现的问题给出解决思路和方法。本文不仅对解决德威集团公司所 面临的薪酬管理问题具有真正的现实意义，而且对于其他公司在薪酬方案设计或 薪酬方案优化时进行学习与借鉴也具有重大意义。 关键词：知识经济；薪酬；优化方案II STUDY ON THE OPTIMIZATION OF COMPENSATION PROGRAM FOR DEWEI GROUP Abstract With the advent of the era of knowledge economy, the economy based on knowledge and brainpower has become the mainstream of world economic development. Under the background of such economic development, the market competition of enterprises is largely reflected in the competition for talents. Therefore, for many companies, how to attract talents, retain talents, and effectively motivate talents is an unavoidable problem that needs to be solved. As an important link and bridge between employees and enterprises, salary is one of the core manifestations of employee value. Whether the salary given to employees matches the expectations of employees, affects the position, performance and professional orientation of employees. The growth and mobility of talents also have a strong guiding role. Therefore, in the current fierce market competition environment, how to design a fair, competitive and motivating compensation plan has become a major issue facing enterprises. This paper mainly takes the implementation of the current compensation plan of Dewei Group as the research object. After summarizing and analyzing the problems existing in the current compensation plan of the enterprise, it comprehensively applies human resource management, salary management and organizational behavior. Learn related theories and tools, according to the general process of salary plan design, optimize the current compensation plan, and give solutions and methods for the problems that may occur in the actual implementation process of the optimized compensation plan. This paper not only has a real practical significance for solving the salary management problems faced by Dewei Group, but also has great significance for other companies to learn and learn from the salary plan design or salary plan optimization. Key words: knowledge economy;compensation;optimization of compensationIII 目 录 中文摘要..................................................................................................I Abstract ......................................................................................................................... II 第一章 引言 .............................................. 1 1.1 研究背景 .................................................... 1 1.2 研究意义 .................................................... 2 1.2.1 提高员工忠诚度 .......................................... 2 1.2.2 改善公司氛围 ............................................ 3 1.2.3 提高工作效率 ............................................ 3 1.3 研究方法与思路 .............................................. 3 1.3.1 研究方法 ................................................ 3 1.3.2 研究思路 ................................................ 4 1.3.3 文章基本框架 ............................................ 4 1.3.4 技术路线图 .............................................. 5 第二章 文献综述与理论基础 ................................ 6 2.1 文献综述 .................................................... 6 2.1.1 薪酬与激励研究的现状 .................................... 6 2.1.2 薪酬公平理论研究 ........................................ 7 2.2 相关理论基础 ................................................ 8 2.2.1 薪酬的概念 .............................................. 8 2.2.2 薪酬结构 ................................................ 8 2.2.3 影响薪酬方案设计的因素分析 .............................. 9 2.3 薪酬方案设计方法和步骤..................................... 11 2.3.1 企业薪酬方案设计的基本原则 ............................. 11IV 2.3.2 薪酬方案的设计方法 ..................................... 12 2.3.3 薪酬方案设计流程及步骤 ................................. 12 第三章 德威集团公司薪酬方案现状评价 ..................... 14 3.1 德威集团公司简介 ........................................... 14 3.1.1 公司概况 ............................................... 14 3.1.2 德威集团公司的组织架构和人力资源概况 ................... 14 3.2 德威集团公司现行薪酬方案 ................................... 16 3.2.1 薪酬结构及其比例 ....................................... 16 3.2.2 薪酬水平 ............................................... 17 3.2.3 薪酬的核算与发放 ....................................... 17 3.2.4 薪酬与绩效考核 ......................................... 20 3.3 德威集团公司现行薪酬方案调查 ............................... 21 3.3.1 调查目的 ............................................... 21 3.3.2 调查问卷 ............................................... 22 3.3.3 调查对象 ............................................... 23 3.3.4 调查程序及组织 ......................................... 24 3.4 德威集团公司现行薪酬方案调查数据分析 ....................... 24 3.4.1 整体满意度 ............................................. 24 3.4.2 主要问卷内容调查分析 ................................... 26 3.4.3 问题分析与改进建议 ..................................... 29 第四章 德威集团公司薪酬优化方案 ......................... 34 4.1 薪酬方案优化设计过程概述 ................................... 34 4.2 薪酬方案优化设计内容 ....................................... 34 4.2.1 薪酬策略优化 ........................................... 34 4.2.2 基于工作分析及岗位价值评估的薪酬优化 ................... 35 4.2.3 薪酬水平优化 ........................................... 39V 4.2.4 薪酬结构优化 ........................................... 40 4.2.5 薪酬等级优化 ........................................... 43 4.2.6 绩效考核优化 ........................................... 46 4.2.7 薪酬的公平性优化 ....................................... 47 4.2.8 薪酬管理的优化 ......................................... 47 第五章 德威集团公司薪酬优化方案的实施策略 ............... 49 5.1 培训 ....................................................... 49 5.1.1 培训对象 ............................................... 49 5.1.2 培训内容 ............................................... 49 5.1.3 培训的组织与开展 ....................................... 50 5.2 制度建设 ................................................... 50 5.2.1 完善绩效考核制度 ....................................... 50 5.2.2 建立规范的能力评价制度 ................................. 50 5.2.3 建立员工反馈制度 ....................................... 50 5.3 方案实施步骤 ............................................... 51 第六章 研究结论与展望 ................................... 52 6.1 研究结论 ................................................... 52 6.2 展望 ....................................................... 52