摘 要
武汉 CJ 土地整理储备分中心是自收自支的事业单位，员工的工资总额必须城建
集团来进行控制，分中心的员工的薪酬竞争性、激励性、公平性都存在着不足。通
过薪酬再设计，适当调整部分岗位的薪酬水平、优化薪酬的结构、增强对部门及员
工个人的激励
在设计薪酬制度过程中，通过和中高层进行访谈、员工座谈、深入走访、问卷
调查、欧亿·体育（中国）有限公司分析等一系列的研究方法，对 CJ 分中心的战略、组织架构、人力资源构
成、薪酬体系、绩效考核体系、以及分中心发展现状进行了比较深入的研究和分析，
特别是绩效管理现状和薪酬管理现状，掌握分中心绩效与薪酬方面存在的一系列问
题。得出了人力资源管理体系诊断的分析报告，根据报告对分中心的组织结构进行
了重新设计。然后用因素评价法、序列法、采用 HUST 薪点法对分中心的岗位进行
了岗位评价，科学地测算出各岗位对分中心经营的贡献大小，同时和分中心领导作
出进一步的内部专家评价得到最终的岗位评价结果，然后算出分中心薪点和薪等的
关系，根据岗位薪点排序，确定岗位系列和薪等薪档的对应关系，最终按照岗位绩
效工资制对 CJ 分中心，进行薪酬管理体系进行再设计，从而得到科学合理的分中心
的薪酬管理制度、工资细则。从 CJ 分中心的薪酬设计实证来看，说明尽管 CJ 分中
心是武汉城市建设投资集团的二级自收自支的事业单位，但完全不必要去套用公务
员的一套薪酬管理体系，而是在薪酬管理体系这一方面，可以实行现代的薪酬体系
的管理
关键词：事业单位 宽带工资 薪酬体系
Abstract
The Salary System Redesign of CJ sub-center of Wuhan Land Reserve Center are
self-supporting institutions, the total wages of the employees is controled by Wuhan city
Construction and Investment Group ,there are many shortcomings for CJ sub-center staff's
salaries competitive, incentives, fairness.it is necessary for the salary redesign, appropriate
adjustments to the salary levels of the part of the job, optimize the structure of pay, we
must enhance incentives for departments and individual employees.
During the period of the design process of the remuneration system, we interview
with Senior leadership, staff discussions, depth interviews,questionnaires, data analysis,
and a series of research methods, we know about CJ sub-center strategy, organizational
structure, human resources, salary system, performance appraisal system, as well as
sub-center development status of more in-depth research and analysis,particularly with
regard to the status quo of performance appraisal system and salary system status, we
know a series of problems in the sub-center performance and salary. We can obtaine the
diagnostic analysis of the human resource management system, the organizational
structure of the sub-center has been redesigned according to the report. then we use factor
evaluation method, sequence method, the use of the HUST point method to measure the
positions of the sub-center job evaluation ,thus we can scientifically measure the
contribution of the various positions about the sub-centers operating, at the same time we
can have further internal expert evaluation with the leadership of the sub-centers , And
then we can calculate the relationship between the sub-centers salary points and the final
job evaluation results, and then the relationship between sub-centers salary point salary is
calculated to determine the job series and salary grade. and ultimately in accordance with
post performance wage system redesign the salary management system of CJ sub-centers,
Sub-centers can obtain scientific and reasonable compensation management system and
wages , from the salary structure of the CJ sub-centers , CJ sub-centers is a lower
self-supporting institutions of Wuhan city Construction and Investment Group. But the
salary of CJ sub-centers completely unnecessary to apply a set of the salary management
system of civil servants . In terms of the salary management system, CJ sub-centers can
carry out the modern salary management system.
Keywords: Institutions Broadband Wage-system