I 摘要 随着知识经济的日益发展，人才的竞争已经成为现代企业竞争的热点，要想 吸引和留住人才，充分发掘员工的智慧和才能,就必须提高员工满意度，增强员工 对企业的归属感，实现以人为本的管理 [1] 。 近三年，Y 市移动公司的员工满意度逐年下滑。通过分析得知，员工的不满 意主要集中在对绩效薪酬的不满意。Y 市移动公司现行的薪酬体系，是岗位薪酬 和绩效薪酬相结合的模式，每个工作岗位对应一个职级，每个职级的岗位薪酬和 绩效薪酬的基准值是固定的，但绩效薪酬每月按照绩效完成情况来确定实际所得。 但是，公司在制定绩效薪酬标准的时候，没有对岗位内容进行区分，而是笼统的 将每个人的绩效薪酬定为“20%的指标和 80%日常工作”模式。这样无论是对指标 负担相对较重的市场、网络部门还是对于以销售业绩为主的一线营销人员而言， 都不同程度地出现“大锅饭”的情况，存在不同程度的不公平。 本文的出发点，就是通过员工对绩效薪酬的不满意，来找到 Y 市移动公司现 行薪酬制度中存在的问题，虽然将薪酬与绩效挂钩，但是绩效薪酬的模式单一， 不能适应每个岗位的工作特点，以及不能满足不同岗位员工对薪酬的期望。然后， 通过对找出的问题进行研究和分析，找到解决问题的方法，也就是本文的结论， 将绩效薪酬制度与企业发展相结合、与企业的员工结构现状相结合，充分考虑每 个岗位工作内容的差别和公司对不同人才的需求，按照不同岗位职责对员工进行 区分，从而制定出 Y 市移动公司绩效薪酬体系优化方案。本文的最终目的，是通 过优化的绩效薪酬方案的执行，提升员工对企业的满意度，保证企业稳定、健康、 持续的发展。 关键词，Y 市移动公司，绩效薪酬，优化方案ABSTRACT II ABSTRACT With the increasing development of the knowledge economy, the competition of ta lents has become the focus of the competition among modern enterprises. In order to att ract and retain talents, and give full play to the staff's intelligence and ability, we must e nsure employee satisfaction and enhance employees' sense of belonging to the enterpris e, thus to achieve people-oriented management. In the past three years, the employee satisfaction in Y City Branch of China Mobi le Communication Corporation has declined year by year. Through analysis, the conclus ion is that employees are most unsatisfied with the pay for performance. The current sal ary system adopted by Y City Branch is a combination of both position salary and perfo rmance salary, in which each position corresponds to a rank, and employees enjoy fixed reference value of both position salary and performance salary. But as for the performan ce salary, it will be decided by the actual performance each month. However, the compa ny didn’t distinguish between job positions according to different job duties while establ ishing the standard of performance salary, but set it as a “20% of target plus 80% of dail y work model in general terms. Consequently, there exists unfairness at different levels for the over-loaded market, the network department, and the marketing staff who live o n marketing performance. This thesis, based on the analysis of employee dissatisfaction with the pay for per formance, explores into the problems existing in the current salary system of Y City Bra nch of China Mobile Communication Corporation and finds that despite the fact that sal ary is closely related to performance, the mode of the pay for performance is still single and fails to adapt to the characteristics of each position and cannot meet the salary expe ctations of employees in different positions. Then this thesis, through research and analy sis into these problems, finds the methods to solve the problem, which is the conclusion of it: with regard to the performance salary system, enterprises should take enterprises’ development, staffing structure, the different duties between different positions, and ent erprises’ needs for different talents into consideration, and distinguish between staff acc ording to different job duties, thus to make optimized plans of performance salary syste m for Y City Branch of China Mobile Communication Corporation. The final aim of thi s thesis is to enhance employee satisfaction and ensure the stable, healthy and sustainablABSTRACT III e development of the enterprise by implementing the optimized plans of the performanc e salary. Keywords: Y City Branch of China Mobile Communication Corporation, pay for Performance, optimized plans of performance salary system目 录 IV 目 录 第一章 绪 论 ..................................................................................................................1 1.1 课题选择的背景和意义 ......................................................................................1 1.1.1 选题背景 ...................................................................................................1 1.1.2 研究意义 ...................................................................................................2 1.2 研究目的和内容 .................................................................................................2 1.2.1 研究目的 ...................................................................................................2 1.2.2 研究内容 ...................................................................................................3 1.3 研究思路和方法 .................................................................................................4 1.3.1 研究思路 ...................................................................................................4 1.3.2 研究方法 ...................................................................................................4 1.3.2.1 问卷调查法 .....................................................................................4 1.3.2.2 访谈法 .............................................................................................5 1.3.2.3 数据对比法 .....................................................................................5 1.3.2.4 材料分析法 .....................................................................................5 1.4 本文特色 .............................................................................................................6 1.5 本章小结 .............................................................................................................6 第二章 理论与相关研究综述 ........................................................................................7 2.1 工作满意度与薪酬满意度 .................................................................................7 2.1.1 工作满意度 ...............................................................................................7 2.1.2 薪酬满意度 ................................................................................................8 2.2 绩效薪酬相关理论 ..............................................................................................8 2.2.1 薪酬的概念和意义 ...................................................................................8 2.2.2 绩效薪酬 ...................................................................................................8 2.3 本章小结 .....................................................................................................10 第三章 Y 市移动公司绩效薪酬体系现状研究和问题诊断 .......................................11 3.1 Y 市移动公司简介 ............................................................................................11 3.2 Y 市移动公司人员结构和岗位设置 ................................................................12 3.2.1 人员结构 .................................................................................................12 3.2.2 岗位设置及管理 .....................................................................................14 3.3 Y 市移动公司薪酬现状 ....................................................................................15目 录 V 3.3.1 固定收入 .................................................................................................16 3.3.1.1 基本薪金 .......................................................................................16 3.3.1.2 年功工资 .......................................................................................16 3.3.1.3 基本奖金 .......................................