摘要
摘要
现代社会，科技的迅猛发展推动着知识产业经济的快速崛起，作为国家自主
创新和科技进步重要载体的国有高新技术企业，如何留住和激励专业技术人才成
为重要工作。有竞争力、适应员工需求的薪酬体系可以为企业吸引大批优秀人
才，如何设计科学有效的薪酬体系，激发专业技术人员干事创业激情和科研创新
能力，是高新技术企业现在必须要思考和解决的重要问题。
Z公司是一家以研发、制造高端耐火材料相关产品为企业核心的国有高新技
术企业，业务范围囊括高端耐火材料制品、工程计划、服务保障等方面。本文以
Z公司专业技术人员为研究对象，对其薪酬体系进行研究，立足于专业技术人员
现有薪酬体系，采用个别访谈、调查问卷等研究方法，从薪酬体系及结构、薪酬
吸引力、薪酬激励性、薪酬政策执行等方面分析现有薪酬制度存在的问题及具体
原因，最后结合 Z公司实际，从优化薪酬结构、科学制定薪酬调整机制、探索
激励机制、设计弹性福利制度四个方面提出优化建议，并配套相应实施保障政
策。本文的研究成果旨在为 Z公司改进和完善专业人员薪酬制度提供依据和对
策，增强薪酬吸引力，同时，寻找解决国有高新技术企业薪酬体系优化的共性策
略，希望能对我国国有高新技术企业薪酬体系优化研究提供一定的参考和帮助。
关键词：专业技术人员；薪酬满意度调查；薪酬体系优化
论文类型：应用类
选题来源：自选课题
I

ABSTRACT
ABSTRACT
In modern society, the rapid development of science and technology promotes
the rapid rise of the knowledge industry economy. State-owned high-tech enterprises
are important carriers of national independent innovation and scientific and
technological progress. Retaining and motivating professional and technical personnel
is an important task of state-owned high-tech enterprises. A competitive salary system
that meets the needs of employees can attract a large number of outstanding talents for
enterprises. Designing a scientific and effective salary system, stimulating the
entrepreneurial passion and scientific research and innovation capabilities of
professional and technical personnel are important issues that high-tech enterprises
must think and solve now.
Company Z is a state-owned high-tech enterprise focusing on r&d and
manufacturing of high-end refractory products. Its business scope covers high-end
refractory products engineering planning, service and guarantee.The research object of
this article is professional and technical personnel, and the research content is Z
company salary system.Based on the current salary system of Z company's
professional and technical personnel, I use research methods such as individual
interviews and questionnaires to conduct research.The research analyzes the problems
and specific reasons of the existing compensation system from the aspects of
compensation system and structure, compensation attractiveness, compensation
incentives, and compensation policy implementation.Finally, combined with the actual
situation of Z company, the optimization suggestions and countermeasures are put
forward. The countermeasures are divided into four aspects, namely, optimizing salary
structure, scientifically formulating salary adjustment mechanism, exploring incentive
mechanism and designing flexible welfare system, and establishing two-way job
promotion paths.The research results of this article aim to provide basis and
countermeasures for Z company to improve and perfect the professional salary system,
and enhance the attractiveness of salary.Further, look for common strategies to solve
the optimization of the state-owned high-tech enterprise salary system.I hope to
provide some reference and help for the optimization research of the salary system of
state-owned high-tech enterprises in our country.
II

ABSTRACT
KEY WORDS: Professional and technical personne；Salary Satisfaction Survey；
Optimize the of compensation system；
Dissertation type: Application class
Subject source: Optional topic
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