Abstract To an organization appropriate salary tactics enable its employees to have synergy effects ,stimulating employees to create more wealth and upgrading the core competency of the business enterprise ,so high-effected salary management has become the topic of improving the core competency of company. It has adjusted the transformation tide of the most business and institution unit and is penetrating into the every developing step of the organization with the rare depth and width. As the traditional road maintenance management institution unit, it is gradually stepping out of the original institution unit and completely heading towards to market .As one of the members of YUAN TONG road maintenance engineering company ,ltd.,facing the internal and external environment resulted from the kind of reform, how to build up its core competency and finally get long-term and healthy development has become the most serious problem that company has to face .In the article ,author firstly gives the introduction of the theory on stimulation and salary that including the concept of salary system and fairness theory ,three kinds of demands theory ,wages difference theory ,human capital theory;Subsequently,the author gives the basic description of his researching object ,YUAN TONG road maintenance engineering company ,ltd.,also gives deep analysis of its salary system ,and points out existing problems .On the basis ,author adjusts its structure and income levels ,and sets up the post wage system and flexible welfare plan mainly aimed at function，also improves the original salary system ;finally ,from two aspects of strategy and fairness ,author gives the assessment of the improved salary system ,and puts forward the problem that needs to be noticed in the course of effectively implementing the system. KEY WORDS:YUAN TONG company stimulation compensation Compensation system improvement n 谬 硕士报告 远通公司薪酬体系改进方案设计 目录 摘要 Abstract 1前言. 1.1问题的提出............................................................................................................1 1.2报告研究方法、思路及主要内容......................................................................... 2 2薪酬相关的基本理论 2.1薪酬相关的概念.................................................................................................... 3 2.1.1基本概念..........3 2.1.2薪酬的分类.................................................................................................. 3 2.2激励理论.........5 2.2.1激励理论概述 2.2.2传统的激励理论.......................................................................................... 6 2.2.3当代激励理论........................ 2.3薪酬管理理论......................................... 9 2.3.1古典薪酬理论.................. 9 2.3.2近代薪酬理论..10 2.3.3现代薪酬理论............12 2.4激励理论在薪酬管理中的应用…........................................................................13 3远通公司薪酬体系现状分析 3.1公司基本情况14 3.1.1概述二。…、........................14 3.1.2组织机构、..........................................。.......................、..............14 3.1.3绩效考核..........16 3.2薪酬体系现状.........…17 3.2.1内在薪酬...............................................17 3.2.2外在薪酬。18 3.3公司薪酬体系现状分析......................................................... 20 3.3.1与组织战略的一致性分析......................................................................... 20 3.3.2薪酬体系内部一致性分析、........................................................................ 21 3.3.3薪酬体系激励性分析 m 硕士报告 远通公司薪酬体系改进方案设计 4远通公司薪酬体系改进方案设计 4.1薪酬体系改进思路.............................................................................................. 23 4.1.1对薪酬体系改进的可行性......................................................................... 23 4.1.2薪酬结构的改进........................................................................................ 23 4.1.3薪酬水平的改进........................................................................................ 23 4.1.4薪酬制订过程的改进.…。...............，.....，.…。.，二，................................ 23 4.1.5改进的重点..................................................................................·......·一24 4.2工资制度改进方案.............................................................................................. 24 4.2.1确定工资结构............................................................................................ 24 4.2.2确立工资水平............................................................................................ 25 4.3弹性福利制度...................................................................................................... 30 4.3.1弹性福利计划............................................................................................ 30 4.3.2福利计划示例......................................................······························一32 5远通公司薪酬改进方案的评价 5.1薪酬体系改进方案评价...................................................................................... 34 5.1.1对战略性的评价........................................................................................ 34 5.1.2对公平性的评价........................................................................................ 35 5.2薪酬体系改进方案的实施................................................................................... 36 5.2.1可操作性问题............................................................................................ 36 5.2.2工作评价的准确性问题............................................................................. 36 5.2.3资源可获得性的问题................................................................................. 37