中层管理人员是公司发展壮大的中坚力量，其在薪酬方面需要与高层管 理人员和基层员工不尽相同，薪酬水平是影响其工作积极性的重要因素，但 并非大家一样就是体现公平。薪酬方案要能够不断激励中层管理人员提高工 作积极性，从而提高部门甚至公司层面的工作绩效，并提升中层管理人员员 的事业忠诚度。本文选择玻璃行业的民营企业SG公司作为研究对象，以其 中层管理人员薪酬方案优化设计为研究内容。 本文在界定研究概念和薪酬激励相关理论的基础上，通过调查问卷和座 谈法，分析SG公司中层管理人员薪酬管理的现状，归纳存在的主要问题， 以克雷顿·奥尔德弗的ERG理论以及赫兹伯格的双因素理论等作为理论指导， 从多个维度分析和界定影响SG公司中层管理人员薪酬方案有效性的因素， 提出提升SG公司中层管理人员薪酬效率的优化方案，并为SG公司中层管理 人员薪酬优化方案的具体实施提出对策建议。 本文研究意义主要是可提升SG公司中层管理人员的薪酬效率，为案例 公司人才引进、员工激励提供薪酬保障，为公司实现下一阶段的发展奠定基 础。同时，可为同类型生产制造业做好中层管理人员薪酬方案提供借鉴。 关键词：SG公司，中层管理人员，薪酬方案，优化 OptimizationdesignofsalaryschemeformiddlemanagementinSGCompany I Abstract Thesalaryexpectationsofthemiddle-levelmanagersdifferalotfromthesenior managersandthejunioremployeesinSGcompany.However,theirworking enthusiasmmaynotgrowwiththeirsalaryincrease,andtheremayalsobesome inequalityinthesalarydistributions.SGcompanyisnowinfacingwithaseriesof problemslikehowtoimprovetheefficiency,satisfactionandloyaltyofemployeesby ascientificsalarymanagement.Undersuchcircumstances,thisthesisshowsthat someproblemsareexistinginSGcompanyafterathoroughstudyofmiddle-level managers’salarymanagementbasedontherelatedtheoryofsalaryincentive mechanismandmiddle-levelmanagement.Inordertosolvetheseproblems,this thesisfirstlycollectedsomerelevanttheoriesusingthemethodofliterature reorganizing.Then,basedonthesetheories,thethesisresearchedandanalyzedthe implementofthemiddle-levelmanagers’salarymanagementinSGcompanybyusing themethodsoftheoryanalysisandfieldinvestigation.Finally,thethesistriedto analyzeanddefinetheeffectivefactorsthatinfluencethemiddle-levelmanager’s salarymanagementfrommultipleperspectivesthroughusingthetheoriesofClayton. AlderferandFredrickHerzbergastheguidanceinordertoproposetheoptimized projectsontheefficiencyofthemiddle-levelmanagers’salarymanagementinSG, andinthemeantime,toproposefeasiblesuggestionsforSGcompanytocarryout theseprojects. Themeaningsofthisthesislieinthefollowingtwoscopes:firstly,thestudy enrichesthetheoreticalapproachesontheanalysisofthesalarymanagementof middle-levelmanagersinmanufacturingenterprise.Secondly,thethesisservesasa casestudyfortheimprovementontheefficiencyofmiddle-levelmanagers’salary management,andtheoptimizedmanagementofferstheguaranteefortherecruiting andstimulatingofemployees.Inaddition,thestudylaythefoundationforthefurther developmentofSGcompany. Keywords:SGcompany,middle-levelmanagement，salarymanagement，scheme optimization. SG公司中层管理人员薪酬方案优化设计 １ 目录 摘要................................................................................................................. 第1章绪论...................................................................................................................................３ 1.1选题背景............................................................................................................................３ 1.2研究意义............................................................................................................................４ 1.2.1理论意义................................................................................................................４ 1.2.2实践意义................................................................................................................５ 1.3国内外相关研究概况.......................................................................................................５ 1.3.1国外研究概况........................................................................................................５ 1.3.2国内研究概况........................................................................................................６ 1.4本文研究内容、研究方法与研究技术路线...................................................................７ 1.4.1本文研究内容.......................................................................................................７ 1.4.2研究方法...............................................................................................................７ 1.4.3研究技术路线........................................................................................................８ 第2章基本概念与理论基础.....................................................................................................１０ 2.1基本概念........................................................................................................................１０ 2.1.1薪酬....................................................................................................................１０ 2.1.2中层管理者........................................................................................................１１ 2.1.3中层管理者薪酬的特点....................................................................................１２ 2.2理论基础........................................................................................................................１３ 2.2.1ERG理论............................................................................................................１３ 2.2.2双因素理论........................................................................................................１３ 2.2.3公平理论............................................................................................................１４ 第3章SG公司中层管理人员薪酬方案现状与问题分析.......................................................１５ 3.1SG公司概况及人力资源管理现状.............................................................................１５ 3.1.1SG公司概况......................................................................................................１５ 3.1.2SG公司人力资源管理现状.............................................................................１５ 3.1.3SG公司中层管理人员现状.............................................................................１７ 3.2薪酬满意度调查............................................................................................................２０ 3.2.1问卷设计与发放...............................................................................................２０ 3.2.2问卷结果的统计学分析...................................................................................２１ 3.2.3访谈分析...........................................................................................................２４ 3.3SG公司中层管理人员薪酬方案存在的问题及原因分析...........................................２５ 3.3.1薪酬策略未定期审视........................................................................................２５ 3.3.2薪酬管理体系不完善........................................................................................２６ 3.3.3薪酬结构不合理................................................................................................２７ 3.3.4薪酬与绩效未能有效结合................................................................................２８ 第4章SG公司中层管理人员薪酬方案的优化设计内容........................................................３０ 4.1主要思路与基本原则....................................................................................................３０ 4.1.1主要思路...........................................................................................................３０ 4.1.2基本原则...........................................................................................................３０ 4.2薪酬方案的优化策略...................................................................................................３２ 4.2.1保持领先型薪酬策略，建立定期审视薪酬策略的机制...............................３２ 2 S