I 摘要 市场经济的高速发展和全球经济一体化的发展，为我国中小企业的发展提供了契 机，与此同时，市场竞争严峻性的增加，也使得中小企业的发展面临着较为严峻的挑 战，中小企业只有把握住机遇，并有效应对挑战，才会向着更好的方向发展。中小企 业想要达到这一目的，必须要打造出一直高质量的人力资源队伍，而高质量人力资源 的获得，不仅要为其提供良好的发展空间，同时还要为其提供良好的物质与金钱保障， 只有这样，这些高质量人力资源才会在企业发展中做出重要贡献。 基于此，本文以 M 吸尘器公司为主要研究对象，通过相关理论的资料的整理与分 析，对该领域研究现状以及理论进行总结与分析，明确研究的理论基础。在相关文献 和理论研究的基础上，分析 M 吸尘器公司薪酬体系的现状及存在的问题，通过调查问 卷的方式明确公司人力资源和薪酬体系现状，指出公司薪酬体系在构成、公平、激励 机制等方面的不足，以及问题产生的思想和管理根源。随后，明确 M 吸尘器公司薪酬 体系优化设计的原则、思路和具体内容，从付薪因素、薪酬水平、结构设计优化、岗 位评估等多个方面，优化设计公司薪酬体系，并提出领会、管理、宣传、培训和企业 文化构建几个方面的保障措施。 通过对 M 吸尘器公司薪酬体系进行优化，不仅可以提高公司对人才的吸引力度， 降低人员流失率，而且还会提升公司内部的凝聚力，使整个人力资源能够构成一个整 体，共同推动公司的发展。同时，对于我国吸尘器行业其他企业来说，很可能也会存 在与 M 公司相同的问题，所以，本文的研究，又可以为这些公司薪酬体系的制定提供 一定借鉴。 关 键 词 ，薪酬体系，激励机制，吸尘器，人力资源管理 研究类型，应用基础西北大学硕士学位论文 II Abstract The rapid development of market economy and global economic integration provide opportunities for the development of small and medium-sized enterprises in China. At the same time, the increasing market competition makes the development of small and medium-sized enterprises face more severe challenges. Only by seizing the opportunities and effectively coping with the challenges, can they develop in a better direction. To achieve this goal, small and medium-sized enterprises must build a high-quality human resources team. The acquisition of high-quality human resources not only provides good development space, but also provides good material and financial security for them. Only in this way, these high-quality human resources will make an important contribution to the development of enterprises. Based on this, this paper takes M Vacuum Cleaner Company as the main research object, through the collation and analysis of relevant theoretical data, summarizes and analyses the research status and theory in this field, and clarifies the theoretical basis of the study. On the basis of relevant literature and theoretical research, this paper analyses the current situation and existing problems of the salary system of M vacuum cleaner company, clarifies the current situation of the company's human resources and salary system by means of questionnaire, points out the shortcomings of the company's salary system in terms of composition, fairness, incentive mechanism, and the ideological and management root of the problems. Subsequently, the principles, ideas and specific contents of the optimization design of the salary system of M Vacuum Cleaner Company are clarified. The salary system of M Vacuum Cleaner Company is optimized from the aspects of salary factors, salary level, structural design optimization and job evaluation, and the safeguard measures of understanding, management, propaganda, training and corporate culture construction are put forward. By optimizing the salary system of M Vacuum Cleaner Company, we can not onlyAbstract III improve the attractiveness of the company to talents and reduce the turnover rate of personnel, but also enhance the cohesion of the company, so that the whole human resources can form a whole and jointly promote the development of the company. At the same time, for other enterprises in the vacuum cleaner industry in China, there are probably the same problems as M company. Therefore, this study can provide some reference for the formulation of the compensation system of these companies. Key Words ， Salary system, Incentive mechanism, Vacuum cleaner, Human resource management Research Type，application basis西北大学硕士学位论文 IV 目 录 摘要........................................................................................................................................... I Abstract ...................................................................................................................................... II 目 录.........................................................................................................................................IV 第一章 导论.............................................................................................................................. 1 1.1 研究目的和意义.......................................................................................................... 1 1.2 研究内容及方法.......................................................................................................... 2 1.3 创新之处...................................................................................................................... 3 第二章 相关理论综述.............................................................................................................. 4 2.1 薪酬及薪酬体系的概念.............................................................................................. 4 2.1.1 薪酬................................................................................................................... 4 2.1.2 薪酬体系........................................................................................................... 4 2.2 薪酬体系构成主要理论.............................................................................................. 5 2.2.1 全面薪酬体系理论........................................................................................... 5 2.2.2 宽带薪酬体系理论........................................................................................... 6 2.2.3 战略薪酬体系理论........................................................................................... 7 2.3 薪酬体系理论发展趋势.............................................................................................. 8 2.3.1 国外薪酬理论最新发展................................................................................... 8 2.3.2 国内薪酬理论最新动态................................................................................... 9 第三章 M 吸尘器公司薪酬体系的现状及存在的问题分析............................................. 12 3.1M 吸尘器公司与员工基本情况 ................................................................................ 12 3.1.1 公司介绍......................................................................................................... 12 3.1.2 人员构成......................................................................................................... 12 3.2M 吸尘器公司薪酬体系现状及问题调查 ................................................................ 14 3.2.1M 吸尘器公司薪酬体系现状 ......................................................................... 14 3.2.2M 吸尘器公司薪酬体系调查问卷设计 ......................................................... 15 3.3 M 吸尘器公司薪酬体系中的问题揭示 ................................................................... 16 3.3.1 生产部门、技术部门员工收入整体偏低..................................................... 18 3.3.2 薪酬体系内部不公平..................................................................................... 19目录 V 3.3.3 薪酬管理中的激励机制亟待提高 .................................................................20 3.3.4 薪酬决定因素需要进行调整 .........................................................................21 3.4M 吸尘器公司薪酬体系问题的原因分析.................................................................22 3.4.1 传统的“家族式”管理限制了薪酬制定、实施..............................................22 3.4.2M 吸尘器公司对现代薪酬体系不够重视....................................................