截止至2018年底，全国专职律师人数超过42万，在司法局注册的律师事务 所数量超过3万家，行业竞争日趋激烈。律师事务所的核心竞争力在于“人”， 设计一套科学有效的薪酬体系，保持员工较高的薪酬满意度，将员工发展目标与 律师事务所发展目标有机统一起来，形成强大的合力推动律师事务所在竞争中持 续发展。目前对于律师事务所员工的薪酬满意度的研究仍存在大量空白，这也是 本文的创新点所在。 本文选择ZY律师事务所为研究对象，通过运用全面薪酬及薪酬满意度理论， 深入研究了ZY律师事务所员工薪酬满意度的现状及提升策略。首先，在研究文 献的基础上，对全面薪酬及薪酬满意度的概念作出了明确界定。其次，通过访谈 法，对ZY律师事务所当前的组织架构、人员结构和薪酬方案进行深入了解，通 过员工访谈、问卷调查及数据分析的方法，发现导致律所员工薪酬满意度不高的 原因在于不同岗位员工之间收入差距大，薪酬水平普遍较低，员工渴望涨薪但是 涨薪渠道单一，薪酬增长缺乏规划以及薪酬福利不全面。最后得出结论，ZY律师 事务所需要重构薪酬体系来提升员工薪酬满意度。具体来说，在岗位评价基础上， 按照科学的薪酬体系的设计流程，设置了基本工资、工龄工资、津贴工资的标准， 丰富了包含固定薪酬、绩效奖金、团队薪酬以及股权分红的薪酬结构，增加福利 薪酬内容，提供舒适的办公环境，帮助员工平衡工作和生活，并且为员工提供更 多职业发展和自身成长机会。 关键词：律师事务所，全面薪酬，薪酬满意度，薪酬体系设计 Abstract By the end of 2018, the number of full-time lawyers in China has exceeded 420000, and the number of law firms registered with the Judicial Bureau has exceeded 30000. The industry competition is becoming increasingly fierce. The core competitiveness of law firms lies in "people". Designing a set of scientific and effective salary system to maintain high salary satisfaction of employees will help to enhance the cohesion of employees, organically integrate the personal development goals with the development goals of law firms, and form a strong joint force to promote the sustainable development of law firms in the competition. This paper selects ZY law firm as the research object, through the use of comprehensive compensation and pay satisfaction theory, in-depth study of the status quo and promotion strategy of employee pay satisfaction in ZY law firm. First of all, based on the research literature, the concept of comprehensive compensation and salary satisfaction is clearly defined. Secondly, through interviews, the current organizational structure, personnel structure and salary program of ZY law firm are deeply understood. Through questionnaire survey and data analysis, it is found that the reason for the low salary satisfaction of employees in law firm is that the income gap between employees in different positions is large, the salary level is generally low, the employees are eager for salary increase, but the channel of salary increase is single, and the salary increase Lack of planning and incomplete compensation and welfare. Finally, the conclusion is drawn that ZY law firm needs to reconstruct the salary system to improve the employee's salary satisfaction. Specifically, on the basis of post evaluation, according to the design process of scientific salary system, the standard of basic salary, length of service salary and allowance salary is set, which enriches the salary structure including basic salary, performance bonus, team salary and equity bonus, increases the content of welfare salary, provides comfortable office environment, helps employees balance work and life, and provides staff with the ability to balance work and life Workers provide more opportunities for career development and self growth.