随着我国经济步入新的发展阶段，房地产行业正处于转型阶段，特别是 近几年来，行业调控手段的多样化和严格化，企业内部追求高周转的同时又 受到政府限贷限价政策和融资成本上升等外部因素影响，哈市房地产行业企 业的竞争不断加剧，从应对大环境变化的管理方式转变到企业内核的管理制 度的建立，都对房地产企业的人力资源管理提出了新挑战。 人力资源管理从广义上说包含人资规划、招聘、培训、绩效、薪酬、员 工关系等六大方面。而在企业不断向前发展的过程中，薪酬作为与广大员工 最息息相关的部分，越来越成为企业战略发展所需要的核心竞争力。对房地 产公司而言，科学合理的薪酬体系和良好的薪酬管理，是为企业的后续发展 提供新鲜力量的发动机，也是留住人才、稳定发展的重要保障。 本文采用了外部薪酬数据调查方法结合企业内部薪酬满意度调查的方 式，通过分析与总结，发现了 Z 地产公司目前在薪酬管理方面的客观情况及 相关问题，并对相关问题的成因进行了分类研究。在此基础上，采用目前较 为先进且适合房地产开发企业的宽带薪酬法为 Z 地产公司量身定制了全新的 薪酬体系，并为此薪酬体系的实施提出了相应的保障措施。 通过本文的研究，可以使 Z 地产公司建立在行业内更具竞争力，在公司 内更具公平性且能提高员工积极性的薪酬体系，以此发挥薪酬的激励作用， 使员工和企业共同受益。 关键词：宽带薪酬；房地产；薪酬管理哈尔滨工业大学工商管理硕士学位论文 - II - Abstract With the development of our country's economy, it has entered a brand new stage. The real estate industry is in the transition stage. Especially in recent years, with the diversification of industry regulation and strictness of controlling means, blindly pursuing high leverage and fast turnover, has been suppressed by such control means as purchase restriction, loan restriction and financing tightening. Under this balance of profits and scale, such as How to pursue quality growth and improve the rate of return on assets has become the current proposition of housing enterprises. At the same time, it also poses new challenges to human resource management of real estate enterprises. In a broad sense, human resources management includes six aspects: staffing planning, recruitment, training, performance, remuneration, and employee relationspensation management, as an important part of the overall human resources management system of enterprises, is the core competitiveness required by the strategic development of enterprises. Only by establishing a scientific and reasonable salary system, can improve the competitiveness of enterprises. Attracted and retained more talents and fresh force injected into the follow-up development of enterprises. This paper uses the method of external salary data survey and internal salary satisfaction survey. Through analysis and summary, it finds out the objective situation and related problems of Z Real Estate Company in salary management, and classifies the causes of the related problems. On this basis, a new salary system is tailored for Z Company by adopting the broadband salary method which is more advanced and suitable for real estate development enterprises, and corresponding safeguards are put forward for the implementation of the salary system. Through this study, Z Real Estate Company can build a more competitive, fair and motivated salary system in the company, so as to play an incentive role in salary and benefit both employees and enterprises. Key words: broadband salary, real estate，reward management哈尔滨工业大学工商管理硕士学位论文 - III - 目 录 摘要.................................................................................................................I Abstract .............................................................................................................II 第 1 章 绪论 ...................................................................................................... 1 1.1 研究背景 .................................................................................................. 1 1.2 目的及意义 .............................................................................................. 1 1.3 国内外研究现状 ...................................................................................... 2 1.3.1 国外研究现状 ................................................................................... 2 1.3.2 国内研究现状 ................................................................................... 3 1.4 薪酬相关理论 .......................................................................................... 4 1.4.1 薪酬主要功能 ................................................................................... 4 1.4.2 薪酬体系设计的基本思路 ................................................................ 5 1.5 主要研究内容及方法 ............................................................................... 6 第 2 章 Z 地产公司薪酬管理现状及问题分析 ................................................. 8 2.1 Z 地产公司概况介绍 ............................................................................... 8 2.1.1 Z 地产公司基本情况 ........................................................................ 8 2.1.2 Z 地产公司组织架构 ........................................................................ 8 2.1.3 Z 地产公司人力资源现状分析 ....................................................... 10 2.2 Z 地产公司现行薪酬体系 ...................................................................... 13 2.3 Z 地产公司现行薪酬情况调查 .............................................................. 13 2.3.1 外部其他企业薪酬调查 .................................................................. 14 2.3.2 内部薪酬满意度调查 ...................................................................... 16 2.4 Z 地产公司薪酬管理存在的问题 .......................................................... 17 2.4.1 薪酬体系的行业竞争力不足 .......................................................... 17 2.4.2 薪酬结构存在缺陷 .......................................................................... 17 2.4.3 薪酬未与岗位挂钩 .......................................................................... 18 2.4.4 激励机制收效甚微 .......................................................................... 19 2.5 Z 地产公司薪酬管理存在问题的原因 .................................................. 19 2.5.1 公司外部薪酬调查不足 .................................................................. 19 2.5.2 公司内部岗位评估不到位 .............................................................. 19 2.5.3 缺乏合理的薪资调整机制 .............................................................. 20哈尔滨工业大学工商管理硕士学位论文 - IV - 2.6 本章小结 ................................................................................................ 20 第 3 章 Z 地产公司薪酬体系优化设计 .......................................................... 21 3.1 Z 地产公司薪酬体系优化设计思路 ...................................................... 21 3.2 Z 地产公司薪酬的构成 ......................................................................... 21 3.2.1 高层管理人员—年薪制 .................................................................. 21 3.2.2 中层管理及基层员工—岗位工资制 ............................................... 22 3.3 宽带薪酬体系设计................................................................................. 23 3.3.1 岗位分析 ......................................................................................... 23 3.3.2 岗位价值评估 ................................................................................. 26 3.3.3 宽带薪酬层级的确定 ...................................................................... 27 3.3.4 宽带薪酬极差与带宽系数 .............................................................. 30 3.3.5 宽带薪酬法推算岗位工资 .............................................................. 33 3.3.6 制定宽带薪酬固浮比 ...................................................................... 35 3.4 宽带薪酬水平的确定 ............................................................................. 36 3.5 本章小结 ................................................................................................ 36 第 4 章 Z 地产公司薪酬体系实施保障措施..........