摘要
摘要
社会经济提升进步进入新常态之后，整个市场体系竞争越发严峻，在知识
创新和经济全球化的带动下，高质量高素质人才得到充分应用，使其能在工作
岗位上发挥自己的才能和实力，然而公司内部现有的薪酬体系无法与时俱进，
很多企业在薪酬体系上依旧沿用原有的传统的观念，适应新时代、新经济的薪
酬体系优化迫在眉睫。社会各界广泛关注现有的薪酬制度，对企业发展而言，
薪酬制度也是企业的核心竞争力所在，在同样的正常环境中，企业拥有人才数
量的多少，直接关乎于企业的发展，而对企业来说，获取高质量人才和留住高
质量人才是由薪酬制度决定的，企业薪酬直接关乎员工的直接利益，对企业员
工而言，薪酬是企业员工工作动力，因此每个员工均会关心和期望薪酬体系更
为透明、科学合理。
本文以云南省水投公司薪酬管理为案例，在国有企业深化改革的背景下，
应用多类模式，发现其薪酬管理过程中已有的主要问题，分析原因，并提出优
化方案和对策。将员工薪酬和企业效益挂钩，提高员工对薪酬的满意度，激发
员工工作的主动性和积极性，提升公司工作效率，推动企业高质量内涵式发展。
在本文中，笔者的研究分析主体思路和最终结论可供同行业公司借鉴参考。
关键词：薪酬管理；存在问题；对策研究
I
Abstract
Abstract
After the improvement and progress of social economy have entered the new
normal, the competition of the whole market system has become more and more severe.
Driven by knowledge innovation and economic globalization, high-quality and high-
quality talents have been fully applied to enable them to give play to their talents and
strength in their posts. However, the existing salary system of the company cannot
keep pace with the times, and many enterprises still use the original traditional concepts
in the salary system to adapt to the new era It is urgent to optimize the salary system
in the new economy. All walks of life pay extensive attention to the existing salary
system. For the developmentof enterprises, the salary systemis also the core
competitiveness of enterprises. In the same normal environment, the number of talents
owned by enterprises isdirectly related to the development ofenterprises. For
enterprises, the acquisition and retention of high-quality talents are determined by the
salary system. The salary of enterprises is directly related to the direct interests of
employees, Salary is the driving force of employees, so every employee will care about
and expect the salary system to be more transparent, scientific and reasonable.
This paper takes the salary management of Yunnan water investment company as
a practical application case. it uses the methods of literature research, case analysis,
questionnaire survey and interview to find out the problems in the salary system,
analyze the reasons, and put forward optimization plans and Countermeasures. Link
theemployee'ssalary withtheenterprise'sbenefits,improvethe employee's
satisfaction with thesalary, stimulate theemployees' initiative and enthusiasm,
improve the company's work efficiency, and promote the high-quality connotative
development of the enterprise.In this paper, the author'smain ideas and final
conclusions can be used for reference by companies in the same industry.
Keywords: Salary management; Existing problems; Countermeasure research
II
目录
目录
摘要.............I
Abstract................. II
第一章绪论..................1
第一节选题背景与研究意义..............1
一、选题背景 .................... 1
二、研究意义 .................... 3
第二节国内外研究综述...............4
一、国外研究综述 ................... 4
二、国内研究综述 ................... 5
三、研究评述 .................... 6
第三节研究内容.............7
第四节研究思路与方法...............7
一、研究思路 .................... 7
二、研究方法 .................... 8
第二章相关理论基础概述 ............10
第一节薪酬管理相关概念................10
一、薪酬的相关概念 ............. 10
二、薪酬管理基本原则 ................ 11
第二节相关激励理论...........12
一、需要层次理论 ................. 12
二、公平理论 .................. 13
三、期望理论 .................. 13
四、双因素理论 .............. 14
第三节影响薪酬管理的因素............14
一、内部因素 .................. 14
二、外部因素 .................. 15
三、个人因素 .................. 15
第三章云南水投公司薪酬管理现状分析 .........16
III