中文摘要 中文摘要 国有企业是国民经济的重要支柱，是优化产业结构、引领经济发展的主要力 量。国有路桥施工企业更是承担了公路、桥梁、隧道、市政等关系人民基本生活 和社会全面发展的基础设施建设。在国有企业逐步向市场化转型的过程中，以转 变人力资源管理方式为核心的三项制度改革一直是国企的攻关难点，其中薪酬作 为企业维系良性雇佣关系、实现激励员工的重要手段，在企业的存续与发展中具 有十分重要的意义。然而当前国有企业薪酬改革相较于其生产结构与经营模式的 优化调整略显滞后，导致了人才流失、市场竞争力下降等多重问题。 AM公司作为典型的建筑业国有企业，在薪酬管理方面存在诸多明显短板，如 薪酬水平较低、业绩与薪酬分配失调、平均化程度过高、忽视对员工的中长期激 励等，大幅降低员工的工作积极性、责任感，进而导致员工工作效率降低、离职 率升高等问题。本文以问题为导向，通过对照最低工资理论、效率工资理论、全 面薪酬理论等，采用问卷调查与访谈调查相结合的形式，系统阐明 AM公司当前 薪酬管理现状，总结归纳现存问题，并根据实际情况对 AM公司薪酬体系进行了 优化设计，以期弥补 AM公司在新发展模式下薪酬管理方面的不足，并对同类企 业有所启示。 关键词：国有企业；路桥行业；全面薪酬理论；薪酬体系优化 I 黑龙江大学硕士学位论文 Abstract State-owned enterprises are important pillars of the national economy and the main forcefor optimizingindustrialstructure andleadingeconomic development.The state-owned road and bridge construction enterprises undertake the construction of highways, bridges, tunnels, municipalities and other infrastructure related to people's basic life and all-round social development. In the process of state-owned enterprises' gradual transformation to marketization, “Three System Reforms” which focuses on changing human resource management methods have always been a difficult point for state-owned enterprises. Among missions, salary plays an significant role for enterprises to maintain a healthy employment relationship and motivate employees. It is vital for enterprises' survival and development. However, the current state-owned enterprise salary reform lags behind the optimization and adjustment of its production structure and business model, which has led to multiple problems such as brain drain and decline in market competitiveness. As a typical state-owned enterprise in the construction industry, AM company has many obvious shortcomings in salary management, such as low salary level, imbalance between performance and salary distribution, excessive leveling, neglect of medium and long-term incentives for employees, etc.