薪资报酬管理是人力资源管理系统的重要组成部分，最高管理层和员工非常 关心薪资报酬管理相关问题，薪资报酬管理的基础是薪资报酬体系的设计。人才 是企业的核心战略资本，能够促进企业的不断创新，从而保持企业的健康发展。 在行业市场的核心竞争力中，科学合理的薪资报酬体系可以为有效的薪资报酬管 理奠定坚实的基础。它不仅可以促进人力资源的优化配置和合理利用，而且还提 高人力资源配置效率和员工的工作效率，通过激励机制，吸引和留住更多的人才， 为企业建立人才高地，并促进企业的持续健康发展。因此，企业建立科学合理的 薪资报酬体系，对行业生存、发展至关重要。 本文首先分析了L公司研发人员的薪资报酬体系的现状，通过问卷调查和随 机访谈的方式，发现L公司研发人员薪资报酬体系中存在的主要问题：奖金发放 情况与研发人员期望值不成比例，缺乏以稳定研发人员安心工作的福利和安全保 障措施，L公司研发人员薪资报酬制度缺乏公平性。然后，通过外部薪资报酬的 优化和内部薪资报酬的设计，对L公司研发人员薪资报酬体系进行优化设计。最 后，从做好宣传工作、顺畅沟通渠道、实施动态监管、健全绩效考核制度、提升 管理水平、处理好各方关系六个方面提出了L公司研发人员新的薪资报酬体系实 施的保障措施。期待能够解决L公司现有研发人员薪资报酬体系中存在的问题， 并对其他企业研发人员薪资报酬体系优化改进提供一定的借鉴和参考。 关键词：薪资报酬体系研发人员薪资报酬管理 RESERACHONOPTIMIZATIONOFSALALY COMPENSATIONSYSTEMFORLCOMPANYR&DSTAFF ABSTRACT Compensationmanagementisanimportantpartofhumanresourcemanagement system,Thetopmanagementandemployeesareveryconcernedaboutissuesrelated tocompensationmanagement,Thebasisofcompensationmanagementisthedesignof compensationsystem.Talentsarethecorestrategiccapitalofenterprises,whichcan promotethecontinuousinnovationofenterprisesandmaintainthehealthy developmentofenterprises.Inthecorecompetitivenessoftheindustrymarket,a scientificandreasonablecompensationsystemcanlayasolidfoundationforeffective compensationmanagement.Itcannotonlypromotetheoptimalallocationandrational utilizationofhumanresources,butalsoimprovetheallocationefficiencyofhuman resourcesandtheworkefficiencyofemployees,attractandretainmoretalentsthrough theincentivemechanism,establishatalenthighlandfortheenterprise,andpromotethe sustainableandhealthydevelopmentoftheenterprise.Therefore,theestablishmentof ascientificandreasonablecompensationsystemiscrucialtothesurvivaland developmentoftheindustry. ThisarticlefirstanalyzestheLthepresentsituationofthecompany'sR&Dstaff salarypaymentsystem,throughthewayofquestionnairesurveyandrandom interviews,foundthatLcompanyR&Dstaffsalaryrewardsystem:themainproblems inbonuspaymentsandR&Dstaffexpectationsoutofproportion,lacktostabilizethe welfareofthedevelopersworkinpeaceandsecuritymeasures,Lcompanyresearch anddevelopmentpersonnelsalarycompensationsystemlackoffairness.Then,through theoptimizationofexternalcompensationandinternalcompensationdesign,R&D staffcompensationsysteminLcompanywasoptimizedanddesigned.Finally,this paperputsforwardthesafeguardmeasuresfortheimplementationofthenew remunerationsystemforR&DpersonnelofLcompanyfromsixaspects,suchasgood publicity,smoothcommunicationchannels,dynamicsupervision,soundperformance appraisalsystem,improvedmanagementlevelandgoodrelationsbetweenallparties. ItisexpectedtosolvetheexistingproblemsinthecompensationsystemofR&D personnelinLcompany,andprovidecertainreferencefortheoptimizationand improvementofthecompensationsystemofR&Dpersonnelinotherenterprises. KEYWORDS：CompensationsystemR&dpersonnelCompensation management 目录 1绪论......................................................................................................1 1.1研究背景、目的及意义........................................................................................1 1.1.1研究背景............................................................................................................1 1.1.2研究目的............................................................................................................1 1.1.3研究意义............................................................................................................2 1.2国内外研究现状....................................................................................................3 1.2.1国外研究现状....................................................................................................3 1.2.2国内研究现状....................................................................................................5 1.2.3国内外研究述评................................................................................................6 1.3研究思路与研究方法............................................................................................7 1.3.1研究思路.............................................................................................................7 1.3.2研究方法.............................................................................................................8 1.4研究内容与技术路线............................................................................................9 1.4.1研究内容.............................................................................................................9 1.4.2技术路线.............................................................................................................9 2理论基础............................................................................................10 2.1薪资报酬与研发人员..........................................................................................11 2.1.1薪资报酬相关定义..........................................................................................11 2.1.2研发人员及其特征..........................................................................................13 2.2工资理论..............................................................................................................14 2.2.1传统工资制......................................................................................................14 2.2.2差别工资制......................................................................................................15 2.3福利与奖金报酬..................................................................................................15 2.3.1基本福利保障..................................................................................................16 2.3.2绩效奖金措施..................................................................................................16 2.3.3专业技术报酬..................................................................................................17 2.4内容型激励理论..................................................................................................17 2.4.1需要层次理论..................................................................................................17 2.4.2双因素理论......................................................................................................18 2.5过程型激励理论..................................................................................................20 2.5.1期望理论..........................................................................................................20 2.5.2公平理论..........................................................................................................20 3L公司研发人员概况及薪资报酬体系现状......................................22 3.1L公司现状...........................................................................................................22 3.1.1L公司组织结构...............................................................................................22 3.1.2L公司研发人员现状.......................................................................................23 3.2L公司研发人员薪资报酬体系现状...................................................................25 3.2.1L公司研发人员基本工资的现状...................................................................25 3.2.2L公司研发人员额外奖金的现状...................................................................25 3.2.3L公司研发人员所获福利的现状...................................................................25 4L公司研