I 摘要 随着全球经济发展日益迅速，各个经济体之间的经济联系与交流也日益密 切。企业面临着各种各样发展机遇的同时也面临着诸多的挑战，其市 场发展环 境日益复杂，竞争形势也日益激烈。在此情形下，要想有效占据更多的市场份 额，需要对自身组织内部管理进行强化，且适当性提出全新的发展战略。企业 实现自身转 型的同时也要加强人力资源建设、组织架构等管理机构转型。薪酬 管理是企业人力字眼管理中最为核心、最为复杂的构成部分，直接关系到企业 广大一线人员的切身利益，关系 到职工的稳定性、忠诚度，关系到企业经济效 益的好坏。一个公司能想要有较高的工作积极度和良好的运转稳定性，就必须 建立起高效的薪酬体系，在体系运作的同时也能够帮 助企业提高经济效益以及 管理效果。薪酬制度是否公平直接关系到企业能否实现长久稳定的发展，只有 对广大一线人员实施公平公正的薪酬待遇，才能够让职工对企业忠心耿耿 ，实 现企业与一线人员的共赢。从这个角度来讲，企业薪酬体系是否科学对企业的 发展起着至关重要的作用。 本文基于上述背景，以J公司薪酬体系、企业战略、职工薪酬满意 度为切入 点，有效探讨J公司薪酬体系优化设计。自从J公司成立以来，就一直对公司的 薪酬体系很为上心，并采取了很多积极有效的措施，获得了一定的成绩，但从J 公司的长 远发展而言，该公司现行的薪酬方案依然存在很大的缺陷，对内欠缺 公平，对外竞争力不够，激励效果比较差，严重阻碍了J公司市场竞争力的提高 与经济效益的实现。因此必须 要从多个方面采取有效措施优化J公司的薪酬体 系，提高其市场竞争力。 本文以J公司薪酬体系优化设计为研究核心，采用问卷调查法与案例分析 法，以J公司为个案分析对象， 在参考了部分薪酬体系理论之后，对J公司现在 的薪酬概况做出了严密仔细的分析，从企业战略、薪酬模式、薪酬满意度等方 面对J公司在薪酬体系方面的不足与缺陷进行了分析 。然后则结合J公司的相关 情况以及薪酬体系的若干理论，提出了有效优化J公司薪酬体系的原则、措施， 实现J公司薪酬体系优化，以便能够最大程度上实现J公司薪酬公平，确 保员工 为公司抛头颅洒热血，更加促进J公司的可持续发展。 关键词：薪酬体系；满意度；薪酬优化； Abstract II Abstract With the rapid development of the global economy, the economic links and exchanges among various economies have become increasingly close. Enterprises are facing various development opportunities as well as many challenges. The market development environment is increasingly complex and the competition situation is increasingly fierce. In this case, to effectively occupy more market share, it is necessary to strengthen the internal management of the organization and put forward a new development strategy. At the same time, enterprises should strengthen the transformation of human resources construction, organizational structure and other management institutions. Salary management is the most core and complex part of enterprise human resources management, which is directly related to the immediate interests of the majority of front-line personnel, the stability and loyalty of employees, and the economic benefits of enterprises. If a company wants to have a high degree of work enthusiasm and good operation stability, it must establish an efficient salary system, which can also help the enterprise to improve economic benefits and management effects. Whether the salary system is fair or not is directly related to the long-term and stable development of the enterprise. Only by implementing fair and just salary treatment for the majority of front-line personnel, can the employees be loyal to the enterprise and achieve a win-win situation between the enterprise and front-line personnel. From this point of view, whether the enterprise salary system is scientific or not plays a crucial role in the development of the enterprise. Based on the above background, this paper takes J company's salary system, corporate strategy and employees' salary satisfaction as the entry point to effectively discuss the optimization design of J company's salary system. Since J since its establishment, has been to the company's compensation system is very slow, and took a lot of positive and effective measures, it obtained some achievements, but from the long-term development of J company, the company there are still many defects on the current compensation plan, internal lack of judgment, and external competitiveness is not enough, the incentive effect is poorer, seriously hindered the J company improve Abstract III market competitiveness and the realization of economic benefits. Therefore, effective measures must be taken from multiple aspects to optimize the salary system of J company and improve its market competitiveness. Pay system optimization design based on J company as the research core, adopts the questionnaire investigation and case analysis, to J company as the object of case analysis, the relevant part of the compensation system theory, the general situation of the compensation for J company now has made the strict careful analysis, from the enterprise strategy, compensation mode, pay satisfaction of J company in terms of pay system deficiencies and defects are analyzed. Then, based on the relevant situation of J company and a number of compensation system theory, put forward the effective compensation system optimization of J company principles, measures, optimized J company compensation system, to the maximum extent to realize J company compensation fairness, ensure employees shed their blood for the company, promote the sustainable development of J company. Key words: salary system; satisfaction; salary optimization; 目 录 IV 目 录 第1章 引言 ................................................................................................................. 1 1.1 研究背景 ........................................................................................................ 1 1.2 研究目的与意义 ............................................................................................ 1 1.2.1 研究目的 ............................................................................................. 1 1.2.2 研究意义 ............................................................................................. 2 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 ..................................................................................... 4 1.4研究思路及方法 ............................................................................................. 6 1.4.1 研究思路 ............................................................................................. 6 1.4.2 研究方法 ............................................................................................. 6 1.4.3 主要内容 ............................................................................................. 6 第2章 相关理论概述 ................................................................................................. 8 2.1 概念界定 ........................................................................................................ 8 2.1.2 薪酬概念 ............................................................................................. 8 2.1.2 企业薪酬管理体系 ............................................................................. 8 2.2 薪酬管理的相关理论 .................................................................................... 9 2.2.1 传统薪酬理论 ..................................................................................... 9 2.2.2 现代薪酬理论 ................................................................................... 10 2.2.3 其他相关理论 ................................................................................... 11 第3章 J公司薪酬体系的现状分析 ......................................................................... 14 3.1 J公司概况 ..................................................................................................... 14 3.1.1 公司简介 ...........................................