I 摘要 随着国家十三五规划的出台，“煤改气”已成为国家战略需求，于燃气公司 既是挑战，更是机遇。如何抓住机遇，迎接挑战，需要科学的管理体系。在人力 资源管理中，薪酬管理是其中重要问题之一，为公司吸引、培养、保留人才，使 人力资源能够为公司的发展发挥最大的效用，最终实现公司的战略目标。 本文在最新的理论基础上，结合ZY燃气公司的实际情况和薪酬管理现状展 开分析，从中发现公司薪酬与企业营利关联度不高、薪酬体系缺乏公平性、薪酬 调整单一和滞后等问题，在面对内外部环境变化和公司快速成长中，这些问题必 成为严重的阻碍。如何提升薪酬管理的科学性和合理性，以及有效激励员工发挥 更大的潜能？本文在对ZY燃气公司现有薪酬问题分析的基础上，设计出基于岗 位价值评估的宽带薪酬体系。 研究过程中，本文通过公司内薪酬满意度调查和行业内市场薪酬数据的收 集，并进行分析、比较，从而对公司的整个人力资源管理进行了解，并遵循发现 问题、分析原因、最后结合问题设计方案的原则，对公司不同岗位采用三种薪酬 类型：职位绩效薪资制、协定薪资制、市场薪资制。在实际的薪酬体系设计过程 中，采用因素评分法中的美世法（IPE法）作为岗位价值评估的工具来搭建薪酬 体系。诸如针对某一岗位，采用任职条件法和绩效考核结果调薪，进行新老薪酬 体系对接和转换。在企业薪酬管理体系进行应用的两年后，仍可进行动态创新和 变动。由于薪酬管理体系关系到每一位员工，乃至企业战略目标实现与否的关 键，因此本文作者认为此次研究工作极有意义和参考价值。 关 键 词：岗位价值评估，薪酬体系优化，燃气行业 论文类型：应用类 选题来源：其他 ABSTRACT II ABSTRACT With the introduction of the 13th five year plan, "coal to gas" has become a national strategic demand, which is not only a challenge but also an opportunity for gas companies. How to seize the opportunity and meet the challenge needs a scientific management system. In human resource management, salary management is one of the most important issues. It can attract, cultivate and retain talents for the company, make human resources play the greatest role for the company's development, and finally achieve the company's strategic objectives. On the basis of the latest theory, combined with the actual situation of ZY gas company and the current situation of compensation management, this paper analyzes the problems such as the low correlation between the company's compensation and the enterprise's profit, the lack of fairness in the compensation system, the single and lagging compensation adjustment. In the face of the changes in the internal and external environment and the rapid growth of the company, these problems will become a serious obstacle. How to improve the scientificity and rationality of salary management and effectively motivate employees to play a greater potential? Based on the analysis of the existing salary problems of ZY gas company, this paper designs a broadband salary system based on post value evaluation. In the research process, this paper analyzes and compares the salary satisfaction survey in the company and the salary data collection in the industry, so as to understand the whole human resource management of the company, and follows the principles of finding problems, analyzing reasons and finally combining with the problem design scheme, adopts three types of salary for different positions in the company: position performance salary system and agreement salary system Capital system and market salary system. In the actual design process of the salary system, the IPE method of factor scoring method is used as the tool of post value evaluation to build the salary system. For example, for a certain position, the employment conditions method and performance appraisal result are used to adjust the salary, and the new and old salary systems are connected and transformed. Two years after the application of enterprise salary management system, dynamic innovation and change can still be carried out. As the salary management system is related to every employee, ABSTRACT III and even the key to the realization of the enterprise's strategic objectives, the author of this paper thinks that the research work is of great significance and reference value. KEY WORDS: Job value evaluation, Salary system optimization, gas industry. Dissertation type: Application class Subject source: Other 目录 IV 目 录 第一章 绪论 ................................................ 1 第一节 研究背景、目的和意义 .................................................................................... 1 一、研究的背景 .......................................................................................................... 1 二、研究的目的 .......................................................................................................... 2 三、研究的意义 .......................................................................................................... 2 第二节 文献综述 ............................................................................................................ 3 一、国外研究综述 ...................................................................................................... 3 二、国内研究综述 ...................................................................................................... 4 三、国内外研究评述 .................................................................................................. 6 第三节 研究方法和内容 ................................................................................................ 6 一、研究方法 .............................................................................................................. 6 二、研究内容 .............................................................................................................. 7 第四节 研究思路和框架 ................................................................................................ 8 一、研究思路 .............................................................................................................. 8 二、研究框架 .............................................................................................................. 8 第二章 ZY燃气公司薪酬体系现状分析 ......................... 9 第一节 ZY燃气公司基本情况 ...................................................................................... 9 一、公司概况 .............................................................................................................. 9 二、人力资源现状 .................................................................................................... 10 三、公司现状分析 .................................................................................................... 11 第二节 ZY燃气公司薪酬体系现状 ............................................................................ 12 一、公司薪酬基本情况 ............................................................................................ 12 二、公司现行薪酬满意度调查 ................................................................................ 13 三、公司现行薪酬体系的问题 ................................................................................ 19 四、公司现行薪酬体系原因分析 ............................................................................ 20 第三章 ZY燃气公司薪酬体系设计分析 ........................ 22 第一节 ZY燃气公司薪酬体系设计思想和原则 ....................................................... 22 一、指导思想 ............................................................................................................ 22 二、基本原则 ............................................................................................................ 23 第二节 ZY燃气公司薪酬体系设计思路和计划 ....................................................... 24 目录 V 一、薪酬体系设计的思路框架 ................................................................................ 24 二、薪酬体系设计的工作计划 ................................................................................ 24 第四章 ZY燃气公司薪酬体系设计方案 ........................ 26 第一节 公司薪酬体系设计 .......................................................................................... 26 一、岗位评估 ........................