- I - 摘要 当今世界正处于知识经济时代，经济全球化迅速发展，在各国经济联系密切同 时，竞争也日益激烈。企业管理以人为本，企业间的竞争最终表现为人才的竞争。 面对如此境况，企业若想获得长足发展，必须重视人在企业中发挥的作用。人才已 然成为企业发展的核心要素，只有拥有人力优势，企业才能有效地提高其经济效益。 现在企业中的职员对待薪酬的态度较以前也发生很大变化，员工将薪酬看作是衡量 自身价值的标杆之一，对于个人价值的发掘和实现越来越重视。因此，企业的薪酬 体系显得尤为重要。目前，钢铁制造业企业面临的主要问题，就是怎样让薪酬体系 更加合理公平，并能充分发挥其激励作用。针对这一问题，本文以山海关QC公司 为研究对象，根据其在薪酬体系方面的面临的困境，提出与之适应的改进方法，优 化薪酬结构，使其更加合理公平有效，进而能在保证企业人力资本支出没有大幅增 加的同时，提高员工薪酬满意度，降低离职率，提高工作热情和效率，更好的促进 企业的发展。 本文旨在根据QC公司的实际情况，为配合其战略目标，设计出有效的薪酬体 系优化方案，从而提高其竞争力。本文主要采用的是文献研究法、统计调查法与演 绎法等方法，针对QC的员工制定合理的调查问卷，从而掌握第一手数据资料并进 行统计分析。文章的重点是QC的薪酬体系优化，以此为中心进行六个部分的阐述： 第一部分主要论述文章撰写的有关背景、意义和研究方法；第二部分是论述薪酬体 系的相关概念；第三部分是针对QC公司薪酬体系的现状，论述其存在的问题并加 以分析；第四部分是以前一部分为基础，针对QC公司目前实行的薪酬体系的改进 方案，进行岗位测评、外部调查、薪酬体系设计等步骤；第五部分是论述优化后的 薪酬体系在QC公司的实行，从而保证切实落实改进方案；第六部分是结论。通过 以上六部分的论述，期望能在一定程度上优化QC公司薪酬体系结构，使薪酬体系 对员工起到应有的激励作用，在满足员工需求的同时，提高企业竞争力，实现企业 的持续发展。 关键词：薪酬；薪酬激励；薪酬体系；制造业 燕山大学工商管理硕士学位论文 - II - Abstract Nowadays, the world is in the era of knowledge economy, and economic globalization is developing rapidly. At the same time, countries have close economic ties, and competition is increasingly fierce. Enterprise management is people-oriented, and the competition between enterprises is finally reflected in the competition of talents. Faced with this situation, if an enterprise wants to achieve substantial development, it must pay attention to the role played by people in the enterprise. Talents have already become the core element of enterprise development. Only with human advantages can enterprises effectively improve the speed of economic development. Nowadays, employees' attitude towards salary has changed a lot compared with before. Employees regard salary as one of the benchmark to measure their own value, and pay more and more attention to the exploration and realization of personal value. Therefore, the enterprise's compensation system is particularly important. At present, the main problem facing steel manufacturing enterprises is how to make the compensation system more reasonable and fair and give full play to its incentive function. In order to solve this problem, this article will be to shanhaiguan QC companies as the research object, based on the plight of the salary system, put forward the improvement method, and the optimization of system structure, make it more reasonable, fair and effective and can guarantee the enterprise human capital spending did not significantly increase at the same time, improve employee compensation satisfaction, reduce the turnover rate, increasing the efficiency and work enthusiasm, to better promote the development of enterprises. Based on the actual situation of QC company, this paper aims to design an effective salary system optimization scheme to meet its strategic objectives, so as to improve its competitiveness. In this paper, methods such as literature research, statistical investigation and deductive method are mainly adopted to formulate reasonable questionnaires for QC employees, so as to master first-hand data and conduct statistical analysis. The focus of this paper is on the optimization of the compensation system of Abstract - III - QC, which is the focus of six parts. The second part discusses the related concept of salary system. The third part discusses and analyzes the existing problems of the compensation system of QC company. The fourth part, based on the previous part, carries out steps such as post evaluation, external investigation and salary system design for improving the salary system implemented by QC company. The fifth part discusses the implementation of the optimized compensation system in QC company, so as to ensure the implementation of the improvement plan; The sixth part is the conclusion. Based on the above six parts, it is expected to optimize the compensation system structure of QC company to a certain extent, so that the compensation system can play a due incentive role for employees, and at the same time meet the needs of employees, improve the competitiveness of the enterprise and realize the sustainable development of the enterprise.. Reywords: Salary; salary incentive; salary system; manufacturing industry 目 录 - V - 目 录 摘要 .......................... I ABSTRACT .................II 第1章 绪 论 ............ 1 1.1 选题背景与研究意义 ........................ 1 1.1.1 选题背景 ..... 1 1.1.2 研究意义 ..... 2 1.2 国内外研究现状 2 1.2.1 国外研究现状 ............................ 2 1.2.2 国内研究现状 ............................ 5 1.2.3 国内外研究评述 ........................ 7 1.3 研究内容及方法 8 1.3.1 研究内容 ..... 8 1.3.2 研究方法 ..... 9 第2章 理论基础 ...... 11 2.1 相关概念 .......... 11 2.1.1 薪酬 .......... 11 2.1.2 薪酬激励 ... 12 2.1.3 薪酬体系 ... 12 2.2 薪酬激励理论基础 ......................... 14 2.2.1 需求层次理论 .......................... 14 2.2.2 双因素理论 .............................. 14 2.2.3 期望理论 ... 16 2.2.4 高绩效组织驱动模型 ............... 16 2.3本章小结 .......... 17 第3章 QC公司薪酬体系现状及问题分析 ............................ 18 3.1 QC公司基本情况............................ 18 3.1.1 QC公司概况 ............................ 18 3.1.2 QC公司的组织结构 ................. 19 3.2 QC公司薪酬体系现状 .................... 20 3.2.1 QC公司的薪酬结构 ................. 20 3.2.2 QC公司的薪酬水平 ................. 21 3.3 QC公司员工薪酬满意度调查问卷 . 21 燕山大学工商管理硕士学位论文 - VI - 3.3.1 调查问卷及统计方法选取 ....... 22 3.3.2 满意度调查和评价分析 ........... 22 3.4 QC公司薪酬体系存在的不足 ......... 25 3.4.1 薪酬结构不合理 ...................... 25 3.4.2 薪酬体系缺乏激励性 ............... 26 3.4.3 内部公平性缺失 ...................... 26 3.4.4 外部竞争性不足 ...................... 27 3.5 原因分析 .......... 28 3.5.1 薪酬体系未能与公司战略规划相匹配 ................... 28 3.5.2 缺乏科学的薪酬体系设计理念 29 3.5.3未进行合理的岗位评估 ............ 29 3.5.4 缺乏薪酬市场调查................... 30 3.6 本章小结 .......... 30 第4章 QC公司薪酬体系优化设计 ........ 31 4.1 QC公司薪酬体系设计的设计思路和设计目标 ............. 31 4.1.1 设计思路 ... 31 4.1.2 设计目标 ... 32 4.2 QC员工薪酬体系优化设计原则 ..... 32 4.2.1 战略导向原则 .......................... 32 4.2.2 公平原则 ... 33 4.2.3 激励原则 ... 34 4.2.4 合法原则 ... 35 4.3 QC公司薪酬体系优化设计方案 ..... 35 4.3.1 设计方案概述 .......................... 35 4.3.2 QC公司薪酬体系的制度设计 .. 36 4.3.3 QC公司员工岗位评估 ............. 38 4.3.4 一线工人薪酬体系................... 39 4.3.5 专业技术人员薪酬体系 ........... 42 4.3.6 销售人员的薪酬体系 ............... 46 4.3.7 职能类人员的薪酬体系 ........... 47 4.3.8 中层管理者的薪酬体系 ........... 48 4.3.9 QC公司非工资薪酬体系 ......... 49 4.4 本章小结 .......... 50 第5章 QC员工薪酬体系的保障措施 ..... 51 5.1 组织保障 .......... 51 目 录 - VII - 5.1.1 企业各层面领导及员工全面参与 ........................... 51 5.1.2 确定薪酬体系改进小组成员的权力责任 ............... 51 5.1.3 公司领导者应该予以支持 ....... 52 5.2 制度保障 .......... 52 5.2.1 配备制度保障条款及相关实施办法 ....................... 53 5.2.2 构建薪酬体系改进的控制、反馈和预警机制 ........ 53 5.3 文化保障 .......... 54 5.3.1 成立文化保障建设小组 ........... 54 5.3.2 确定文化宣传的主要对象并制定具体实施措施