I 摘要 在现代企业人力资源管理中，建立合理的有竞争力的薪酬体系，科学的薪酬制 度，充分发挥薪酬的激励作用，是一项非常重要的工作。企业的薪酬体系影响员工对 于公平性的认识，影响到员工的薪酬满意度，而员工的薪酬满意度会影响到员工工作 绩效。只有建立科学公平的薪酬分配体系，才能真正使员工感受到激励的作用，吸引 外部人才加入，促使企业发展。本文以ZS集团为研究对象，从人员流失和员工对薪酬 满意感低的现象入手，重点研究该企业在现行薪酬体系中存在哪些问题并分析原因提 出改进的总体方案。 ZS集团成立于1988年，上世纪90年代后期企业股份制改革后，ZS集团逐渐面 临着对外人员吸引力不足，对内员工工作缺乏积极性的问题，虽然经历过几次薪酬调 整，但整体薪酬体系未发生过本质性的改变，一直沿用原先的薪酬结构，以致于薪酬 体系不能很好地发挥保障和激励作用。文章详细分析了ZS集团目前的薪酬体系现状， 根据实际调查结果查找集团薪酬体系存在的问题，针对激励性不足、薪酬体系不够完 善等问题设计出薪酬体系改进的整体方案，提出了岗位工资中考核部分薪酬的核算方 法，并且以全面薪酬为设计理念，补充了薪酬体系相对缺失的部分，最后对调整完善 后的薪酬模式提出了相应的保障措施。 关键词：薪酬管理；薪酬体系设计；优化设计 Abstract II Abstract In modern human resources management, it is a very important task to establish a reasonable and competitive salary system and a scientific salary system to give full play to the incentive role of salary. The company's salary system affects employees' perception of fairness and affects employee's salary satisfaction, and employee's salary satisfaction will affect employees' job performance. Only by establishing a scientific and fair salary distribution system can employees really feel the role of incentives, attract external talents to join, and promote the development of enterprises. This article takes ZS Group as the research object, starting from the phenomenon of staff turnover and employees' low satisfaction with pay, focusing on researching the existing problems of the company in the current pay system and analyzing the reasons to propose an overall plan for improvement. ZS Group was established in 1988. After the enterprise shareholding system reform in the late 1990s, ZS Group gradually faced the problem of insufficient attraction of external personnel and lack of enthusiasm for internal employees. Although it has experienced several salary adjustments, the overall salary system has not Essential changes have taken place, and the original salary structure has been used, so that the salary system cannot play a guarantee and incentive role well. The article analyzes the current status of the ZS Group’s current salary system in detail, finds the problems in the group’s salary system based on actual survey results, designs an overall plan for the improvement of the salary system for issues such as insufficient incentives and inadequate salary systems, and puts forward a mid-term salary assessment Partial remuneration calculation method, and the design concept of comprehensive remuneration, supplement the relatively missing part of the remuneration system, and finally put forward corresponding guarantee measures for the adjusted remuneration model. Keywords: compensation management,compensation system design,broadband compensation 目录 III 目录 北京建筑大学硕士学位论文原创性声明 北京建筑大学硕士学位论文使用授权书 摘要 ........................................................................................................................................ I Abstract .................................................................................................................................... II 目录 ........................................................................................................................................ III 1 绪论 ..................................................................................................................................... 1 1.1 研究背景与研究意义 ................................................................................................... 1 1.1.1 研究背景 ............................................................................................................... 1 1.1.2 研究意义 ............................................................................................................... 1 1.2 国内外研究现状........................................................................................................... 1 1.2.1 国外研究现状 ....................................................................................................... 2 1.2.2 国内研究现状 ....................................................................................................... 3 1.3研究思路与方法............................................................................................................ 5 1.4研究内容与框架............................................................................................................ 6 2 相关概念与理论.................................................................................................................. 8 2.1 相关定义 ...................................................................................................................... 8 2.1.1 薪酬 ....................................................................................................................... 8 2.1.2 全面薪酬 ............................................................................................................... 8 2.1.3 核心员工与边缘员工 ......................................................................................... 10 2.2 相关理论 .................................................................................................................... 10 2.2.1 期望理论 ............................................................................................................. 10 2.2.2 公平理论 ............................................................................................................. 11 2.2.3 人本管理理论 ..................................................................................................... 12 3 ZS集团薪酬体系现状 ........................................................................................................ 13 3.1 ZS集团概况 ................................................................................................................. 13 3.1.1 ZS集团运营情况 .................................................................................................. 13 3.1.2 公司组织结构 ..................................................................................................... 13 3.1.3 ZS集团人力资源状况 .......................................................................................... 14 3.2 ZS集团现行薪酬体系基本状况 ................................................................................. 16 目录 IV 3.2.1 ZS集团薪酬体系构成 .......................................................................................... 16 3.2.2 ZS集团薪酬制度 .................................................................................................. 18 3.2.3 ZS集团薪酬水平 .................................................................................................. 19 3.2.4 ZS集团职业发展通道 .......................................................................................... 19 4 ZS集团薪酬体系存在问题及原因分析 ............................................................................ 20 4.1 ZS集团薪酬体系存在的问题 ..................................................................................... 20 4.1.1 员工薪酬满意度低 ............................................................................................. 20 4.1.2 薪酬缺乏激励性 ................................................................................................. 22 4.1.3 绩效薪酬无差距 ................................................................................................. 23 4.1.4 薪酬构成有缺失 ................................................................................................. 23 4.1.5人员流失率高 .........