摘要
摘要
随着我国综合国力的不断提升，国外利益集团正不断增大对我国发展的遏制
与打压力度。科技板块作为我国发展过程中的短板更是成为外国势力打压的重点，
为了实现突围，必须大力提升自主创新能力，尤其在关系国家安全的军工科研领
域更要将技术创新提到新的高度。然而我国近几十年的发展成果集中在房地产、
金融、互联网领域，作为国企性质的军工研究所却面临着薪酬吸引力不足、员工
离职率高等问题。如何在激烈的人才争夺战中打造一支创新能力突出的青年军工
科技人才从而实现我国军工装备的自主研发已经迫在眉睫。其中的关键就是通过
提升收入水平，实现吸引人才、留住人才的目标，而这个目标的实现离不开薪酬
体系的优化设计。
SL研究所成立于 1976年，是一家专门从事海洋工程装备及材料的研究及应
用开发业务的央企科研院所。随着单位外部与内部环境的改变，原有的薪酬体系
明显不适合研究所进一步发展的战略需求，亟待对现行的薪酬体系进行优化。
本文以 SL研究所科研人员的薪酬体系作为研究对象，通过问卷调查与访谈
等形式对 SL研究所薪酬体系现状进行了全面的了解。分析了原有薪酬体系存在
的战略导向缺失、不重视个人价值、公平性不够、薪酬水平缺乏竞争力等问题，
并针对这些问题提出了以 SL研究所中长期战略规划为牵引，以岗位分级、增大浮
动薪酬比例、增设专项激励、完善福利政策等为主要措施的薪酬体系优化方案。
通过薪酬体系的优化，以期实现对科研人员工作方向的引导、对核心骨干的激励、
对普通员工的指引，实现吸引人才、留住人才的目的，最终服务于研究所战略发
展目标的实现。
关键词：薪酬体系；薪酬激励；优化设计
论文类型：应用类
选题来源：其他
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河南科技大学硕士学位论文
ABSTRACT
With the continuous improvement of China's comprehensive national strength,
foreign interest groups are increasing their efforts to curb and suppress China's
development. Science and technology plate as a short board in the process of China's
development has become the focus of foreign forces to suppress, in order to achieve a
breakthrough, we must vigorously enhance the ability of independent innovation,
especially in the field of military scientific research related to national security to a new
height of technological innovation. However, China's development achievements in
recent decades are concentrated in the real estate, finance and Internet fields. As a state-
owned enterprise, military research institutes are faced with the problems of low salary
attraction and high staff turnover rate. How to create a young military science and
technology talents with outstanding innovation ability in the fierce competition for
talents so as to realize the independent research and development of China's military
equipment is imminent. The key is to achieve the goal of attracting and retaining talents
by increasing the income level, and the realization of this goal cannot be achieved
without the optimization design of the compensation system.
Founded in 1976, SL Research Institute is a state-funded research institute
specializing in the research and application development of ocean engineering
equipment and materials. With the change of the external and internal environment of
the unit, the original salary system is obviously not suitable for the strategic needs of
further development of the Institute, so it is urgent to optimize the current salary system.
This paper takes the salary system of scientific research personnel in SL Research
Institute as the research object, and comprehensively understands the status quo of the
salary system in SL Research Institute through questionnaires and interviews. Analyses
the existing compensation system is lack of strategic guidance, do not take the personal
value, fair enough, compensation problems such as lack of competitiveness, put forward
to solve these problems in SL institute for medium and long-term strategic planning, for
traction, with post classification, increasing the proportion of variable pay, add special
incentives, improve the welfare policy as the main measures such as salary system
optimization scheme. Through the optimization of the salary system, it is expected to
guide the work direction of scientific research personnel, motivate the core backbone,
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Abstract
and guide the ordinary staff, so as to attract and retain talents, and ultimately serve the
realization of the strategic development goals of the Institute.
KEY WORDS: Salary system; Salary incentive; Optimal design
Dissertation Type: Application class
Subject Source: Other
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