随着经济发展、市场竞争，企业逐步走向了市场化、现代化的重构和转型，大环境 的发展对企业管理和组织能力、经营模式、人才和产品创新等等都提出了新的要求。ZF 集团作为一家2013年成立的国有独资企业，是城市基础设施建设及相关金融业务的重 点企业，具有良好的业务基础，且适逢其战略转型的重要节点，薪酬体系也需要不断创 新、加快转型，形成其配套的薪酬管理制度、架构和体系，从而吸引、激励和留住人才， 推动企业创新发展，形成长期的竞争优势。 本文以ZF集团薪酬体系优化问题为研究对象，在薪酬、薪酬管理、薪酬体系设计、 薪酬调查、岗位价值评估等理论综述基础上，基于ZF集团发展战略与薪酬体系状况， 结合对集团员工的薪酬体系满意度调查，认为ZF集团存在的问题是：对外竞争力有限、 对内公平性感受和满意度较低、激励手段较为单一、薪酬制度的灵活性有限等，说明 ZF集团薪酬体系优化研究具有必要性和可行性。通过撰写七大部门岗位职能说明书， 结合岗位价值评估，应用要素计点法，划分4个一级要素，16个二级要素，针对集团的 46个岗位进行了价值评估打分，得出ZF集团岗位价值评估结果。根据此评估结果划分 薪酬等级为5等32级，结合ZF集团现状及战略发展目标，打破原有的职级薪酬体系， 构建了岗位与职级相结合的新型薪酬体系，即Ⅰ-Ⅴ五个薪酬等级序列结合基础工资、 绩效工资、福利津贴、年终奖金、长期激励五个薪酬单元的综合型薪酬体系，结合薪酬 调查结果，分别设计了Ⅰ-Ⅲ级管理人员和Ⅳ-Ⅴ级基层人员的薪酬计算方式以及绩效考 核与晋升模式。经对照新旧薪酬体系可发现，新薪酬体系基本解决了原薪酬体系存在的 对外竞争力有限、对内公平性感受和满意度较低等问题。 关键词：岗位价值；薪酬体系；要素计点法 中原工学院硕士学位论文 II Abstract Withthedevelopmentofeconomyandmarketcompetition,enterpriseshavegradually movedtowardsthereconstructionandtransformationofmarketizationandmodernization. Thedevelopmentoftheoverallenvironmenthasputforwardnewrequirementsforenterprise managementandorganizationalcapacity,businessmodel,talentsandproductinnovation.ZF groupasawhollystate-ownedenterprise,establishedin2013,isthefocusoftheurban infrastructureconstructionandrelatedfinancialbusinessenterprise,hasthegoodbusiness foundation,andcomesastheimportantnodeofstrategictransformation,compensation systemalsoneedstocontinuousinnovation,andacceleratethetransformation,theformation ofitsformacompletesetofsalarymanagementsystem,thearchitectureandsystem,soasto attract,motivateandretaintalent,promotethedevelopmentofenterpriseinnovation,forma long-termcompetitiveadvantage. BasedonthecompensationsystemofZFgroupoptimizationproblemastheresearch object,andincompensation,compensationmanagement,salarysystemdesign,salarysurvey, jobevaluation,etc,onthebasisoftheoreticalreviewbasedonZFgroupdevelopmentstrategy andcompensationsystem,combinedwiththecompensationsystemofgroupstaffsatisfaction survey,thinkproblemsofZFgroupis:limitedexternalcompetitiveness,internalequityand satisfactionfeelinglow,incentivesisrelativelysingle,theflexibilityofsalarysystemco., LTD.,etc.,thatcompensationsystemofZFgroupoptimizationresearchhasthenecessityand feasibility.Bywritingsevenjobfunctionspecifications,combiningwiththejobvalue evaluation,theauthordividedfourfirst-levelelementsand16second-levelelementsbythe methodoffactorcounting,andscoredthevalueevaluationof46positionsinthegroup,and obtainedthepostvalueevaluationresultsofZFgroup.Accordingtotheresultofthis assessmentpaygradefordividedinto5gradesand32,togetherwiththepresentsituationof ZFgroupandthestrategicdevelopmentgoals,breakingtheoriginalranksalarysystem,build thepostandrankwiththecombinationofthenewpaysystem,namelyⅠ-Ⅴfivelevels ofcompensationsequencecombinedwiththebasesalary,performancesalary,benefits, bonuses,long-termincentivecompensationunitfivecomprehensivecompensationsystem, combinedwiththesalarysurvey,respectivelydesignedⅠlevels-ⅢmanagersandⅣ- Ⅴgrass-rootsstaffsalarycalculationandperformanceevaluationandpromotionmode.Itcan befoundthatthenewcompensationsystemsolvestheproblemsexistingintheoriginal 中原工学院硕士学位论文 III compensationsystemlikelimitedexternalcompetitiveness,internalequityandsatisfaction feelinglow,. KeyWords:PostValueEvaluation;SalaryGrade;Compensationsystem;FactorPoint Method 中原工学院硕士学位论文 i 目录 摘要.........................................................................................................................................I Abstract......................................................................................................................................II 1.绪论......................................................................................................................................1 1.1研究背景与意义...........................................................................................................1 1.1.1研究背景.........................................................................................................1 1.1.2研究意义.........................................................................................................1 1.2国内外研究综述..........................................................................................................2 1.2.1国外研究现状................................................................................................2 1.2.2国内研究现状................................................................................................3 1.2.3国内外研究述评.............................................................................................4 1.3研究思路与研究方法.................................................................................................4 1.3.1研究思路........................................................................................................4 1.3.2研究方法..........................................................................................................6 2.相关基础理论..........................................................................................................................7 2.1薪酬与薪酬管理..........................................................................................................7 2.1.1薪酬概念........................................................................................................7 2.1.2薪酬管理........................................................................................................7 2.2薪酬体系设计..............................................................................................................7 2.2.1薪酬体系设计概念........................................................................................7 2.2.2薪酬体系设计原则........................................................................................7 2.2.3薪酬体系设计步骤........................................................................................8 2.2.4薪酬体系实施步骤........................................................................................9 2.3薪酬调查......................................................................................................................9 2.3.1薪酬调查概念................................................................................................9 2.3.2薪酬调查内容................................................................................................9 2.3.3薪酬调查步骤................................................................................................9 2.4岗位价值评估............................................................................................................10 2.4.1岗位价值评估概念......................................................................................10 2.4.2岗位价值评估特征......................................................................................10 2.4.3岗位价值评估作用......................................................................................10 中原工学院硕士学位论文 ii 2.4.4岗位价值评估原则......................................................................................11 2.4.5岗位价值评估方法......................................................................................11 2.5本章小结....................................................................................................................12 3.ZF集