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摘
要
近几年随着全球经济一体化进程的不断发展，各种新产品、新技术层出不穷。为
了促使产品结构单一、自主创新能力差以及各项管理环节薄弱的传统机械制造民企在
市场竞争中不被淘汰，亟需企业转型升级。对于该类型企业而言转型升级的重中之重
是从企业的发展战略和相关人力资源管理机制等方面做出改变。
本文以JH公司为研究对象，首先通过查阅相关文献资料，掌握定量的岗位评价
法、宽带薪酬管理体系概念和激励理论等，使用线上调查问卷以及实地访谈的方式，
对JH公司目前运行的传统“塔式”行政级别薪酬管理体系中存在的薪酬制度缺乏和
不完善、激励方案与员工岗位价值贡献脱节、员工薪酬满意度低以及绩效流程不严谨
等弊端及问题进行分析，为修订、优化薪酬管理体系提供精准方向；然后结合公司现
状，同时依据宽带薪酬管理体系，从制定薪酬策略、运用要素计点法开展岗位价值评
价、设定带宽、确定重叠度和薪酬定档、调整薪酬结构和福利以及开展全面绩效考核
等方面，对现行薪酬管理体系进行全方位的改进和优化；最后梳理重组各项研究结
果，对其进行验证修正。
本研究在量化岗位评价各项指标的基础上，通过运用岗位绩效和高度灵活的宽带
薪酬管理体系开展人力资源管理。优化后的宽带薪酬管理体系方案，主要表现在岗位
价值评价更客观、开通员工职业晋升的双渠道、消除员工对薪酬的各种不满、统一福
利政策的管理标准以及建立严谨的绩效考核。不仅能解决企业的绩效激励机制与战略
目标不匹配问题，提高企业人力资源管理工作的科学性，提升公司薪酬体系对员工的
激励作用，而且为民营企业推广和应用宽带薪酬管理体系提供了借鉴。
关键词：宽带薪酬，岗位评价，薪酬管理体系，优化方案
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Abstract
In recent years, with the continuous development of the global economic integration
process, various new products and new technologies have emerged one after another. In order
to prevent traditional machinery manufacturing private enterprises with a single product
structure, poor independentinnovation ability andweak management links frombeing
eliminated in the market competition, it is urgent to transform and upgrade the enterprises. For
this type of enterprise, the top priority of transformation and upgrading is to make changes in
the enterprise's development strategy and related human resource management mechanisms.
This paper takes JH Company as the research object. First, by consulting relevant literature
and materials, mastering the quantitative job evaluation method, the concept of broadband
salary management system and incentive theory, etc., using online questionnaires and on-site
interviews,andusingonlinequestionnairesandon-siteinterviews.Inthe"tower"
administrative level salary management system, the lack and imperfection of the salary system,
the disconnection between the incentive scheme and the contribution of employees' position
value, the low salary satisfaction of employees, and the imprecise performance process, etc. are
analyzed to revise and optimize the salary. The management system provides precise directions;
then combined with the current situation of the company, and based on the broadband salary
management system, from formulating salary strategies, using the element point method to
carry out job value evaluation, setting bandwidth, determining overlap and salary grading,
adjusting salary structure and benefits As well as carrying out comprehensive performance
appraisal and other aspects, the current salary management system is improved and optimized
in an all-round way; finally, various research results are sorted out and reorganized, and they
are verified and revised.
On the basis of quantifying various indicators of job evaluation, this study carries out
human resource management by using job performance and a highly flexible broadband salary
management system. The optimized broadband salary management system plan is mainly
reflected in the more objective job value evaluation, the opening of dual channels for employee
career promotion, the elimination of employees' various dissatisfaction with salary, the unified
management standard of welfare policies, and the establishment of rigorous performance
appraisal. It can not only solve the mismatch between the performance incentive mechanism
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