民办高等教育院校是我国高等教育的补充和延伸，也是现代成人教育的重要组 成部分。对于民办院校来说，要想在行业竞争中处于优势，就要努力发展一支团结、 敬业、高效而又充满活力的稳定的师资团队，而有竞争力的薪酬体系则显得尤为重 要。因此，从民办院校的办学性质和办学目标出发，以提高民办院校的市场竞争力 为目的，进行薪酬体系优化研究有着重要的意义。 本文以民办院校R传媒学校的薪酬体系为研究对象，在询问调查和阅读研究大 量薪酬管理、薪酬体系相关文献的基础上，制定了R传媒学校薪酬体系调查问卷， 收集各类教职工对薪酬体系的认知需求。根据对问卷调查和访谈信息的整理，总结 出R传媒学校的现行薪酬体系存在的问题。根据薪酬管理相关理论，本文针对这些 问题进行一一分析，找出问题的根源所在，从而对原有的薪酬体系进行优化。薪酬 体系优化措施从基本工资优化设计、薪级工资设计、岗位津贴改革优化、绩效工资 及奖金优化设计和福利优化设计五个方面进行。与原有薪酬体系对比分析，优化后 的薪酬体系体现出了明显的优势和竞争力。此外，本文根据可能出现的情况提出了 一系列的保障措施，从而确保优化后的薪酬体系能够科学有效地实施。本文的研究 成果能够很好地促进R传媒学校薪酬体系的改革，从而起到吸引优质人才、强化师 资队伍的效果，对于R传媒学校的长远发展有着重要意义，也将对同类民办院校的 薪酬体系改革提供一定的参考价值。 关键词 薪酬体系；薪级工资；激励理论 III Abstract Private higher education institutions are not only the supplement and extension of higher education in China, but also an important part of modern adult education. For private colleges and universities, if they want to be competitive in the industry, they should strive to develop a united, dedicated, efficient and dynamic stable faculty team, and a competitive salary system is particularly important. Therefore, it is of great significance to study the optimization of salary system in order to improve the market competitiveness of private colleges and universities. This paper takes the salary system of R media school in private colleges and universities as the research object. On the basis of inquiring and reading a large number of relevant literatures about salary management and salary system, it formulates the salary system questionnaire of R media school and collects the cognitive needs of all kinds of teachers and workers on the salary system. According to the sorting out of the questionnaire and interview information, this paper sums up the problems existing in the current salary system of R media school. According to the theory of salary management, this paper analyzes these problems one by one, finds out the root of the problem, and optimizes the original salary system. The optimization measures of the salary system are from five aspects: the optimization design of basic salary, the design of salary grade, the reform and optimization of post allowance, the optimization design of performance salary and bonus, and the optimization design of welfare. Compared with the original salary system, the optimized salary system shows obvious advantages and competitiveness. In addition, this paper puts forward a series of safeguard measures according to the possible situation, so as to ensure that the optimized salary system can be implemented scientifically and effectively. The research results of this paper can promote the reform of the salary system of R media school, so as to attract high-quality talents and strengthen the teaching staff. It is of great significance for the long-term development of R media school, and will also provide a reference value for the reform of the salary system of similar private colleges. Key words Salary System; Pay scale wage；Motivation theory V 目 录 摘要 ········ I Abstract ····· III 第1章 绪 论 ············· 1 1.1 研究背景 ············ 1 1.2 研究意义 ············ 1 1.3 国内外研究现状 ··· 2 1.3.1 国外研究现状 · 2 1.3.2 国内研究现状 · 3 1.4 研究内容 ············ 5 1.5 研究方法与技术路线图 ············ 6 1.5.1 研究方法 ······· 6 1.5.2 技术路线图 ···· 6 第2章 相关理论与方法 · 9 2.1 薪酬及薪酬管理 ··· 9 2.1.1 薪酬 ············· 9 2.1.2 薪酬管理 ······· 9 2.2 薪酬体系的类型 ·· 10 2.2.1 以工作岗位为基础的岗位型薪酬体系 ······ 10 2.2.2 以专业技能为依据的技能型薪酬体系 ······ 10 2.2.3 以综合能力为基础的能力型薪酬体系 ······ 11 2.2.4 以企业发展战略为依据的战略导向型薪酬体系 ············ 11 2.2.5 宽带型薪酬体系 ··············· 11 2.3 激励理论 ··········· 12 2.3.1 需求层次理论 12 2.3.2 双因素理论 ··· 12 2.3.3 公平理论 ······ 13 2.3.4 强化理论 ······ 13 第3章 R传媒学校薪酬体系现状 ······ 15 3.1 R传媒学校概况 ·· 15 3.1.1 组织结构设置 15 3.1.2 学校教职工现状分析 ········· 16 VI 3.2 R传媒学校教育薪酬体系现状··· 17 3.2.1 现行薪酬体系构成 ············ 17 3.2.2 现行薪酬体系的设计依据 ··· 18 3.3 R传媒学校薪酬体系存在问题分析 ··············· 19 3.3.1 员工薪酬满意度调查 ········· 20 3.3.2 结构性访谈 ··· 21 3.4 薪酬体系存在问题及成因分析 ·· 21 3.4.1 薪酬体系存在问题 ············ 21 3.4.2 R传媒学校薪酬体系现存问题的成因 ······ 23 第4章 R传媒学校薪酬体系优化 ······ 26 4.1 薪酬体系优化思路 ················· 26 4.1.1 优化目标 ······ 26 4.1.2 优化设计原则 27 4.2 薪酬体系优化设计 ················· 28 4.2.1 基本工资优化设计 ············ 28 4.2.2 薪级工资设计 29 4.2.3 岗位津贴改革优化 ············ 30 4.2.4 绩效工资及奖金优化设计 ··· 31 4.2.5 福利优化设计 33 4.3 优化绩效考核机制，保证薪酬体系科学化 ····· 34 4.4 优化前后的薪酬体系的对比分析 ················· 35 4.4.1 提升了薪酬体系的科学性 ··· 35 4.4.2 提升了全体教职工的公平感与满意度 ······ 36 4.4.3 有利于提升整体组织竞争力 36 4.4.4 使薪酬结构更加合理化 ······ 36 4.4.5 提高员工的工作积极性 ······ 36 第5章 薪酬体系优化方案实施的保障措施 ············ 38 5.1 组织机构保障 ····· 38 5.2 管理制度保障 ····· 38 5.3 人力资源保障 ····· 39 5.4 沟通机制保障 ····· 39 5.5 薪酬体系同步增长及总额控制保障 ·············· 39 结 论 ······ 40 附 录 ······ 42 VII