摘 要
薪酬一直是企业管理者和员工之间共同关注的焦点。对管理层来说，薪酬是
激励员工最直接、最有效的手段；而对员工来说，薪酬则是其自身价值最直观的
体现。在高新技术企业中，占员工大多数的技术员工往往同时是企业的核心员
工，他们对于一个企业的生存往往具有至关重要的作用。在既有薪酬水平一定的
前提下，如何为这部分员工设计一种结构合理，满意度高、竞争力强的薪酬体
系，从而达到稳定企业员工队伍、发展壮大企业规模的目的，这是摆在企业管理
者们面前的迫切课题。

本研究综合运用调查问卷、员工访谈、市场调查等方法，从基本工资、奖
金、福利三个方面介绍了 NG 公司现有的技术员工薪酬制度，分析了该公司现有
制度中存在的缺陷，例如岗位工资设计不合理、绩效考核与薪酬脱轨、奖金发放
没有量化标准、福利制度僵化等。在此基础上，结合国内外薪酬及薪酬管理的相
关理论，借鉴国内外各公司的先进实践经验，从如何优化薪酬结构、增强核心岗
位竞争力、提高员工满意度的角度出发，为 NG 公司设计了包括岗位分析与评
价、岗位工资调整、绩效考核与薪酬挂钩、福利制度个性化等在内的薪酬制度改
进方案。

在新方案设计中，本文考虑到 NG 公司的实际情况和薪酬成本承受能力，将
宽带薪酬、绩效付酬、菜单式福利的理念结合起来，既注重满足员工物质与精神
的双重需求，也照顾到薪酬制度的稳定性与可操作性，并且对薪酬制度改进方案
实施的保障措施也进行了初步探讨。通过本文，希望能够为其他面临相似困惑的
企业提供启示和参考。

关 键 词：薪酬管理，岗位评价，宽带薪酬，自助式福利
论文类型：应用研究

ABSTRACT
The salary is the focus of common concern between managers and employees. To
the enterprise, the salary is the most effective and direct incentives for employees,
while on the staff, pay is the most intuitive reflect of their own value. In high-tech
enterprises, the technical staff accounting for most of the employees often is the core
of enterprise employees, and they are often very important for an enterprise's survival.
How to design a reasonable structure, high degree of satisfaction, competitive salary
system in certain salary level , which can stabilize the workforce and expand the
business scale of the enterprise. it is the urgent task which is in front of enterprise
managers.
In the use of questionnaires, interviews, market research method, this paper
introduces the existing salary system of NG company from three aspects: basic salary,
bonus, welfare system, and analyzes the defects existed in the current salary system of
the company from three aspects: such as the unreasonable design about the post salary,
performance appraisal broken away from the salary, bonus having no quantitative
standard, welfare system becoming rigid. On the basis of the above research , referring
to the related theories review about domestic and foreign salary system and the
domestic and foreign advanced salary management methods, the study designs the NG
company's salary system improvement program on how to optimize the salary
structure, improve the competitiveness of salary for the core position, how to
maximize employee satisfaction.
In this study, taking into account the NG company's current actual situation and
the capacity, we design the new salary incentive system which is maked up by
broadband salary, merit pay, quota welfare and self-service welfare. The new system
Not only meet the material and spiritual double needs of staff, but also take into
account the operation and the stability of the salary system, and is discussed the thesecurity measures about the improved salary project. We hope it can provide
inspiration and reference to other domestic enterprises facing a similar confusion.
KEY WORDS: Salary management，Job evaluation，Broadband
salary，Self-service welfare
Dissertation Type: Application Research