II
ABSTRACT
Into the 21st century,after 30 years high-speed development of the market
economy,the economic system of China gets continuously improved and developed，
meanwhile，market competition between enterprises will become increasingly fierce.In
the competitive elements, human resources is critical, furthermore some entrepreneurs
present that the most precious resource surely is the human resources nowadays.
Meanwhile,along with the social informatization development,the science and
technology enhances unceasingly, high technology in product research and development
used so widely that costs of human resources competition get higher and higher.
Essentially,the competition of human resources is the competition of enterprise’s
management mechanism,especially the competition of good salary incentive
mechanism.
LZ communications company, as a large state-owned communications enterprises
which is beneficial to the people's livelihood, in the process of continuously outward
development,inevitably affected by domestic and international communications
enterprises competition pressure. In such circumstances,to improve the incentive
mechanism actively in the hope of attracting and retaining the talent person,is a matter
of great realistic significance.In recent years,with the pace of the reform of the
telecommunications system,the LZ communication company's pay system also has
experienced a series of reforms and development.This article will focus on specific
programs of the company's remuneration system,some problems and contradictions
arising from the reform and their solutions.
Firstly the thesis analyzes the concept and every components of pay and
remuneration,and it also arranges and classifies the theories related with incentive
compensation because all of them is the theoretical basis of the pay system design.
Secondly,it introduces the current situation of the company profile and salary system,it
refers deficiencies of the company remuneration management,such as lack of fairness，
lack of incentive,the irrational structure and so on. Then,according to the remuneration
and incentive theory,the thesis establishes the principles and purposes of the systemI
摘要
进入 21 世纪，在我国市场经济高速发展 30 年后，经济体制不断发展、完善，
市场竞争也愈加激烈。“天时、地利、人和”，自古以来，在竞争力的要素中，“人”
就是至关重要的一环。更有企业家提出：新世纪，最宝贵的资源是人才。同时，
伴随社会信息化进程的不断深入、科技水平的不断提升，高新技术在产品研发生
产中被广泛运用，企业对人员素质的要求在不断提高，这也就推动企业投入到人
力资源的竞争成本不断增加。从本质上说，人力资源的竞争是企业管理机制的竞
争，尤其是企业薪酬激励机制的竞争。

LZ 通信公司作为肩负国计民生重任的国有大型通信企业，在企业不断发展的
过程中，不可避免受到国内和国际通信企业的竞争挑战。在此情形下，积极完善
LZ 通信公司的薪酬激励机制，以便更好吸引、留住公司发展需要的人才，具有重
大而现实的意义。近年来，随着电信体制改革，LZ 通信公司的薪酬制度也经历了
一系列改革和发展。本文就集中分析了该公司薪酬体系优化设计的具体方案，以
及改革过程中出现的问题和矛盾的解决方法。
关于薪酬激励的研究较多，本文首先对薪酬这一概念进行了分析，对薪酬的
构成和主要的薪酬体系进行了梳理，并对激励相关理论做了整理和归纳，这些是
进行薪酬体系设计的理论基础。然后，对 LZ 通信公司概况和薪酬体系的现状做了
介绍，分析出公司薪酬管理存在的缺乏公平性、结构不合理、缺乏激励性等问题。
接下来，根据薪酬和激励的相关理论，确定了本次体系设计的原则和目的，并给
出具体薪酬体系设计方案，根据不同性质人员，对薪酬组成的各个部分进行再设
计。最后，对公司薪酬体系设计进行评价。
本文属于 MBA 案例性论文，是对公司薪酬设计的实用策略进行的有益探索，
其研究对象和内容都具有一定的代表性，立足于 LZ 通信公司实际情况，在系统的
组织行为学、人力资源管理相关理论指导下，总结了公司在薪酬激励措施方面的
经验和不足之处，便于下一步的整合、改进，为公司的进一步发展，也为其它同
类型企业提供有益的参考和借鉴。
关键词：通信，薪酬设计，激励design.After that，it displays the specific remuneration system design，every components
of the remuneration are designed variously according to different kinds of human
resource. Finally,it evaluates the design of the company's compensation system.
This article belongs to the MBA Case thesis. It is useful to explore practical
strategies of the company's compensation design,both the research subject and content
are very representative. Based on the LZ communication company's actual situation and
guided by Organization Behavior Science , human resource management theory, it
summarizes its experience and deficiencies in the incentive measures, it may provide a
useful reference for the further integration and development of LZ Communications
Company,and also for other same type of enterprises.
Keywords: Communications, Compensation design, incentive