大连理工大学专业学位硕士学位论文
摘 要
二十一世纪的人力资源管理越来越精细化。薪酬作为人力资源管理的重要手段之
一，其制度体系完善程度将直接影响公司参与市场竞争能力、战略发展水平及公司发展
获利能力。SC公司作为一家正处于发展期的以技术性、知识性为主的小型私营企业，薪
酬制度体系建设发展程度已远远满足不了企业战略目标实现需要，满足不了公司管理从
量变到质变的提升需要。对SC公司薪酬体系进行优化迫在眉睫。
在深入分析了解 SC 公司现薪酬制度体系管理存在问题基础上，通过运用企业内部
调查、参考文献研究等方法进行分析研究，提出进一步优化公司薪酬制度体系的思路方
法。作为技术性较强的小型私营企业，SC公司的薪酬制度体系应当在确保公司薪酬支付
总量，即投入薪酬成本可控基础上，来进行横向对工资结构，纵向对工资层级的优化调
整，以期达到工资基本保障能力强化，激励作用提升的目的。最终设计出以高弹性薪酬
为主、调和性薪酬为辅的新薪酬体系。新薪酬制度体系要充分突出以岗定薪、人岗相适
特点，同时要兼顾企业薪酬资本投入控制及人才聚集能力提升要求。
通过优化，新薪酬制度体系打破了以前简单的“按劳分配”模式，增强了薪酬体系
制度的公平性、激励性，提升了企业竞争力，切实将薪酬体系优化融入企业战略管理，
增强其核心竞争能力。
关键词：人力资源管理；薪酬管理；薪酬制度体系；薪酬优化
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SC建筑设计公司薪酬体系优化研究
Research on Optimization of Compensation Management System of SC
Architectural Design Company
Abstract
Human resource management is becoming more and more refined in the 21st century. As
one of the important means of human resource management, the perfection of salary system
will directly affect the company's ability to participate in market competition, strategic
development level and profitability. SC company, as a small-scale private enterprise focusing
on technology and knowledge, is in the development stage. The development degree of salary
system construction has been far from meeting the needs of realizing the enterprise's strategic
objectives and improving the company's management from quantitative change to qualitative
change. It is urgent to optimize it.
Based on the in-depth analysis and understanding of the problems existing in the current
salary system management of SC company, this paper puts forward the ideas and methods to
further optimize the company's salary system by using the methods of internal investigation
and reference research. As a small private enterprise with strong technology, SC company's
salary system should optimize and adjust the salary structure horizontally and the salary level
vertically on the basis of ensuring that the company's total salary payment, that is, the input
salary cost is controllable, so as to strengthen the basic guarantee ability of salary and enhance
the incentive effect. Finally, a new salary system based on high flexible salary and
supplemented by harmonious salary is designed. The new salary system should fully highlight
the characteristics of job-based salary and suitable personnel and posts, and take into account
the requirements of enterprise salary capital investment control and talent aggregation ability
improvement.
Through optimization, the new salary system breaks the previous simple "distribution
according to work" model, enhances the fairness and incentive of the salary system, improves
the competitiveness of the enterprise, effectively integrates the optimization of the salary
system into the enterprise strategic management and enhances its core competitiveness.
Key Words：Human resource management; Salary management; Salary system;
Salary optimization
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大连理工大学专业学位硕士学位论文
目录
摘 要.............................................................................................................................I
Abstract ..............................................................................................................................II
1 绪论.............................................................................................................................. 1
1.1 选题背景........................................................................................................... 1
1.2 研究目的和意义............................................................................................... 2
1.3 研究内容和框架............................................................................................... 3
1.4 研究方法和技术路线....................................................................................... 4
1.4.1 研究方法................................................................................................ 4
1.4.2 技术路线................................................................................................ 5
2 薪酬管理与薪酬激励相关理论概述.......................................................................... 6
2.1 薪酬管理基本理论........................................................................................... 6
2.1.1 薪酬、薪酬管理的起源及发展历程.................................................... 6
2.1.2 薪酬、薪酬体系及薪酬管理的概念.................................................... 8
2.2 薪酬激励的理论基础..................................................................................... 15
2.2.1 内容型激励理论.................................................................................. 16
2.2.2 过程型激励理论.................................................................................. 18
3 SC建筑设计公司薪酬体系现状及存在问题分析.................................................. 20
3.1 SC建筑设计公司薪酬体系现状................................................................... 20
3.1.1 公司概况.............................................................................................. 20
3.1.2 公司组织架构...................................................................................... 21
3.1.3 人力资源现状...................................................................................... 22
3.1.4 当前薪资结构水平.............................................................................. 24
3.1.5 薪资管理的发展历史.......................................................................... 26
3.2 现状调查及分析............................................................................................. 26
3.2.1 调查问卷设计与实施.......................................................................... 27
3.2.2 调查对象特征...................................................................................... 27
3.2.3 调查结果分析...................................................................................... 28
3.3 公司现有薪酬体系存在的问题..................................................................... 32
3.3.1 薪酬体系设计缺乏战略思维.............................................................. 32
3.3.2 薪酬制度执行不规范.......................................................................... 33
3.3.3 薪酬构成不合理.................................................................................. 33
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