在企业战略管理中，薪酬管理占据着重要内容。具体来说，薪酬管理是企 业在对员工进行管理的过程中，制定的一系列包括薪酬水平、薪酬体系、薪酬 结构以及员工绩效等各个方面的策略。合理有效的薪酬体系不仅能够激发员工 的工作热情，而且能在很大程度上推动企业战略。对于国有企业来说，其薪酬 体系的变化经历了多个阶段，如等级工资制、岗位工资制、岗位绩效工资制以 及谈判工资制等。目前绩效工资制被国有企业广泛采用，但计划经济时代的平 均主义思想在国有企业中仍然具有不可磨灭的影响。在这种背景下，怎样设计 国有企业的薪酬体系，使其充分体现员工的绩效以及企业的效能迫在眉睫。 环保产业并不是一个独立的产业，而是一个涉及多个产业以及多个领域， 并且与其他相关部门相互联系、相辅相成的新兴产业，因此表现出较强的综合 性。大力发展环保企业不仅有助于建立社会主义生态文明，促进资源节约型和 环境友好型经济，同时提供了大量的就业岗位，对实现社会的和谐和稳定具有 重要意义。然而，长期以来环保企业存在战略管理和人力资源管理投入不足的 状况，尤其是在薪酬管理体系的设计和运行两个方面，环保企业缺少系统的制 度保障，对吸引、激励和保留人才形成了制约，长此以往，企业将得不到稳步 快速的发展。论文选取国有环保企业 CHKJ 公司作为案例分析等对象，对其现有 薪酬体系的设计进行深入的剖析并解决关键问题，目的在于革新国有企业的传 统管理思想变，使国有企业的薪酬制度跟紧现代企业制度的步伐，同时使国有 企业的人力资源管理实践更加完善。 第一步，论文采用文献检索、阅读和研究的方法，对薪酬领域的相关理论 进行系统分析和梳理，指出了重新设计国有企业薪酬体系的必要性。第二步， 结合走访和问卷两种调查方法，了解了国有企业员工对于现行薪酬体系中的薪 资水平、薪酬分配、薪酬体系和公司福利四个方面的意见和看法，并据此对重 新设计国有企业的薪酬体系提出建议。第三部，根据薪酬体系设计过程中的平 稳过渡性、灵活性、开放性、竞争性和激励性等思路，采用岗位分析的方法提 出 CHKJ 公司的薪酬体系改进策略、实施保障以及效果评价。论文的研究成果不 仅为国有环保企业的薪酬设计提供了指导意义，同时也拓宽了薪酬理论的发展， 因此在实践和理论方面都具有十分重要的意义。 关键词：国有企业；环保企业；薪酬体系设计；岗位评价II ABSTRACT Compensation management is an important content of enterprise strategy, which enterprise uses in the process of staff management, including salary system, salary structure, performance and other elements of strategy. Effective compensation system plays an important role in promoting the development of enterprises. The compensation system of state-owned enterprises has experienced different stages, such as grade wage system, post wage system, post performance wage system and negotiation wage system. At present, state-owned enterprises adopt more performance wage system, but the planned economy is deeply rooted in most state-owned enterprises. In this situation, how to effectively reflect the performance of employees and how to link with the performance of the enterprise is the key problem to be solved in the design of enterprise compensation system. The environmental-protection industry is an emerging and comprehensive industry which is cross-industry, intersecting and interpenetrating with other relevant departments. The development of environmental-protection enterprises will not only help to establish ecological civilization, promote resource saving and environmentally friendly economic and has created a lot of jobs to the society, which has a great significance for the construction of harmonious society. However, there have been some deficiencies in environmental-protection enterprises’ strategic management and human resources management for a long time. Especially in the two aspects of salary management system design and operation, environmental protection enterprises lack of institutional guarantee system, to attract, motivate and retain the talent. In the long run, companies will not get steady and rapid development. This paper selected a state-owned environmental-protection enterprise CHKJ as the research object, and studied its compensation system design, aiming at changing the traditional management thoughts and ideas of state-owned enterprises and making the enterprise's salary system more in line with the modern enterprise system as well as human resources management more standardized. First of all, this paper analyzed the relevant theories and pointed out the importance of the compensation system design of state-owned enterprises through the method of literature retrieval and literature research. Second, we collected employees’ views and suggestions on the present situation of compensation, mainly about the salary, salary distribution, salary system and welfare four aspects, byIII adopting the combination of interview and questionnaire method. Finally, according to the rules that compensation system can smooth transition, be competitive and incentive, flexibility and openness, we improved the existing compensation system of CHKJ in accordance with the method of job analysis, and put forward the implementation of the security and effect assessment. The research results not only provide guiding significance for the compensation design of state-owned environmental-protection enterprises, but also broaden the development of compensation theory, so it is significant and necessary both in practice and theory. Keywords: State-owned enterprise; environmental-protection enterprise; compensation system; job analysisIV 目 录 第 1 章 绪论..................................................................................................................1 1.1 研究背景与意义................................................................................................ 1 1.1.1 研究背景.....................................................................................................1 1.1.2 研究意义.....................................................................................................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.............................................................................................5 1.3 主要研究内容.................................................................................................... 6 1.4 研究方法与技术路线........................................................................................ 7 1.4.1 研究方法.....................................................................................................7 1.4.2 技术路线图.................................................................................................8 第 2 章 相关理论基础..................................................................................................9 2.1 薪酬管理的内涵................................................................................................ 9 2.1.1 薪酬的概念.................................................................................................9 2.1.2 薪酬管理的含义.........................................................................................9 2.1.3 薪酬的结构.................................................................................................9 2.2 薪酬管理相关理论基础.................................................................................. 10 2.2.1 人力资本理论...........................................................................................10 2.2.2 需求层次理论............................................................................................10 2.2.3 公平理论....................................................................................................11 2.2.4 期望理论....................................................................................................11 2.2.5 委托代理理论............................................................................................11 2.3 基于双因素理论的薪酬体系设计.................................................................. 12 2.3.1 双因素理论的内涵...................................................................................12 2.3.2 基于双因素理论的薪酬