摘要
在互联网经济时代，制造业的地位不仅未被削弱，还逐渐融合互联网元素
朝着多元化方向发展，在国家政策和制度的大力扶持下，制造欧亿·体育（中国）有限公司抓住了发展
机遇，实现了质的飞跃。当下，企业尝试各种方法来保持高速发展的势头，并
进一步认识到员工对企业塑造核心竞争力的重要性，认识到薪酬管理对人才竞
争的重要性，但却不能找到切实有效的解决方法，致使企业无法长效发挥人才
优势来确立自己的核心竞争力。众所周知，薪酬制度的好坏关系着能否激发员
工工作激情、创新精神和实干精神，国内外专家学者一直以来都在研究和改进
企业薪酬管理制度和员工激励制度，在摸索研究 符合时代的薪酬长效激励机
制

本文以 ZC 公司为研究对象，在深入了解公司组织结构和人力资源现状的基
础上，运用问卷调查的方式对公司现有薪酬体系进行了全面而有针对性地调
查，对调查结果进行系统性研究后，以因子分析提取了薪酬制度、薪酬差异、
经济性报酬、非经济性报酬等四个因素，在全面分析存在的问题后，发现造成
上诉问题的原因主要是激励考核制度、激励机制设计、福利机制设计等方面不
够完善。因此，本文结合公司发展战略和实际情况，以目标一致、正负激励、
物质精神结合、分类统一等四大原则为基础，从管理人员、基层人员两个角度
分别对企业在如何完善绩效考核、如何优化经济性激励和非经济性激励制度等
三个方面进行了设计，为 ZC 公司以人才构建核心竞争力达成长远发展的目标提
供指导帮助

关键词：ZC 公司, 薪酬管理, 员工激励II
Research on the compensation system
of optimization in ZC company
Abstract
In the era of internet economy, the status of manufacturing industry has not been weakened.
Instead of it, it gradually integrated with internet elements and toward diversified development.
With the vigorous support of government policies, the manufacturing industry seizes the
opportunity to experience a substantial leap. Enterprises try various methods to keep the strong
growth momentum. They become increasingly aware of the importance of employees to the core
competitiveness, and also, the importance of compensation management to the talent
competitiveness. However, no effective way has been find to help enterprises make use of the
talent advantage to establish their core competitiveness. It is well-known that the compensation
system can affect staff passion, innovation as well as work enthusiasm. Domestic and foreign
experts have been kept on studying and improving the salary system, employee motivation system,
and even more, the long-term incentive mechanism which fits the time.
This paper chooses the ZC Company as the research object. Based on in-depth understanding
of its organization’s structure and human resources, the research makes a comprehensive and
targeted investigation, studying on its existing compensation system with a questionnaire. Based on
systematical study, the research focuses on four factors which is the salary system, the salary
system differences, economic reward and non economic reward. After comprehensively analysis of
the company&39;s problems, it is found that the company’s incentive appraisal system, incentive
mechanism design and welfare mechanism design system are not good enough. Therefore, based
on four principles (the same goal, positive and negative incentive, combination of material and
spiritual, and unified classification),and combined with the company&39;s development strategy and
the actual situation, this paper suggests on how to improve the performance appraisal, optimize the
economic incentive and non economic incentive system, with two aspects of managers, basic staffs.
This paper is tend to provide guidance and help the ZC Company to build its core HR
competitiveness, and to achieve the goal of further development.
Key Words：ZC company， Salary Administration， Staff MotivationIII
目 录
1 绪论 ........ - 1 -
1.1 选题的背景与意义 .. - 1 -
1.1.1 选题的背景 ....... - 1 -
1.1.2 选题的意义 ....... - 2 -
1.2 国内外研究现状 ...... - 3 -
1.2.1 国外研究现状 ... - 3 -
1.2.2 国内研究现状 ... - 5 -
1.2.2.1 激励理论的研究 .... - 5 -
1.2.2.2 激励实践研究 ........ - 5 -
1.3 本文主要内容 .......... - 6 -
1.4 本文研究方法 .......... - 7 -
2 企业员工薪酬激励的相关理论 .. - 8 -
2.1 激励的内涵.. - 8 -
2.1.1 激励的基本含义 ........... - 8 -
2.1.2 激励的作用 ....... - 8 -
2.2 薪酬激励经典理论 .. - 9 -
2.2.1 传统的薪酬激励理论 .... - 9 -
2.2.2 利润分享理论 . - 10 -
2.3 现代企业薪酬激励模式 ..... - 10 -
2.3.1 全面薪酬 ........ - 10 -
2.3.2 宽带薪酬 ........ - 11 -
2.3.3 绩效薪酬 ........ - 11 -
2.3.4 弹性福利 ........ - 12 -
3 ZC 公司薪酬体系现状与调研分析 ....... - 13 -
3.1 ZC 公司概况介绍 ... - 13 -
3.1.1 公司基本情况 . - 13 -
3.1.2 ZC 公司的组织构架..... - 13 -
3.1.3 ZC 公司员工状况 ........ - 14 -
3.1.3.1 ZC 公司员工职级结构 ...... - 14 -
3.1.3.2 ZC 公司的人员年龄结构 .. - 15 -
3.2 ZC 公司员工薪酬体系现状- 15 -IV
3.3 ZC 公司员工薪酬体系调查分析 ..... - 15 -
3.3.1 调査背景 ........ - 15 -
3.3.2 调查实施 ........ - 16 -
3.4 调研数据结果统计与分析 . - 16 -
3.4.1 信度分析 ........ - 16 -
3.4.2 各项指标满意度分析 .. - 18 -
3.4.3 因子分析 ........ - 20 -
4 ZC 公司薪酬体系存在的问题及原因分析 ........ - 25 -
4.1 ZC 公司员工薪酬存在的问题......... - 25 -。。。以上简介无排版格式，详细内容请下载查看