随着中美贸易摩擦加剧，我国外部环境日趋复杂严峻，外贸企业的发展面 临诸多不确定影响。在日益复杂严峻的竞争环境下，中国外贸欧亿·体育（中国）有限公司亟需修炼内 功提升企业竞争力。提升企业竞争力的关键是如何聚焦于人、如何获得人才、 用好人才来推动企业更快更好的发展。成立于 2006 年的上海枫晴化工有限公司， 多年来专注于食品原辅料以及添加剂的对外贸易，经过多年的努力和创新，在 欧亿·体育（中国）有限公司内享有较高的知名度及影响力。但随着业务发展组织规模的扩大，企业人 效越来越低，优秀人员流失率提高，公司盈利能力遇到瓶颈。薪酬作为一种有 效的激励手段，对企业引导员工效能方面发挥着极其重要的作用。因此，公司 薪酬体系的优化升级是企业当前打破瓶颈持续健康发展的重要课题。 建立一个科学合理的薪酬体系，需要以转变传统成本理念为首要前提，并 以投资视角引导员工表现出积极的行为和结果，才能帮助公司实现战略目标获 得更高的回报。因此论文以人力资源薪酬理论为研究基础，在调研诊断现有薪 酬体系后，深入分析并提出现有薪酬体系存在的问题和优化方案，用来指导企 业解决激励、保留和吸引人才的问题，保障企业能在激烈的市场竞争中持续保 持领先优势。 论文围绕上述核心问题，分为六个部分。第一部分前言主要说明了论文的 研究背景、研究意义以及研究方法。第二部分借助文献阐述了薪酬以及薪酬管 理等的相关理论为全文构建提供了理论基石。第三部分结合问卷调查的结果， 诊断现有薪酬体系存在的问题并分析原因。第四部分基于现有体系存在的问题， 提出薪酬体系优化方案。第五部分说明了薪酬体系优化方案实施的步骤以及保 障策略。第六部分论文的研究总结与研究展望。 论文借助个案分析和调查诊断，提出上海枫晴化工有限公司薪酬体系优化 方案，即在薪酬策略和职位等级评估的基础上，完成薪酬等级、结构、调薪机 制和长期绩效激励的优化策略。并在组织、培训、沟通等方面为薪酬体系实施 提供保障。论文研究基于公司发展的现实问题，探寻可行而科学的解决方案与 达成路径，这对同样进入快速成长期的中小型外贸企业具有一定的借鉴意义和 应用价值。 关键词：外贸企业，薪酬满意度，薪酬体系，优化策略II RESEARCH ON COMPENSATION SYSTEM OPTIMIZATION STRATEGY OF FOODCHEM INTERNATIONALCORORATION Abstract At present, with the intensification of Sino-US trade friction, China's external environment is complex and severe, foreign trade development is facing uncertainty and instability factors. In the increasingly complex and severe competitive environment, China's foreign trade industry urgently needs to cultivate internal skills to enhance the competitiveness of enterprises. The key to improve the enterprise competitiveness is how to focus on people, how to obtain talent, and how to use outstanding talent to promote faster and better development of enterprises. Founded in 2006, Foodchem International Corporation has been focusing on food raw materials and additives of foreign trade over the years, after years of efforts and innovation, it enjoys high popularity and influence in the industry. However, with the expansion of the business development and organization scale, the human efficiency of enterprises is getting lower and lower, and the turnover rate of excellent personnel is increasing. The company's profitability has encountered bottlenecks. As an effective incentive, compensation plays an extremely important role in guiding employees’effectiveness in enterprises. Therefore, the optimization and upgrading of the company's compensation system is the top priority for enterprises to break the bottleneck and achieve healthy sustainable development. The company must abandon the compensation perspective of the previous cost concept to establish a scientific and reasonable compensation system, and should guide the staff to show positive behavior and results to help the company achieve strategic objectives and higher returns from the investment perspective. Therefore, this thesis takes the human resources compensation theory as the research foundation, deeply analyzes and refines the problems and optimization schemes of the current compensation system after investigating and diagnosing, and guides enterprises to solve the problems of motivating, retaining and attracting talents, so as to ensure thatIII enterprises can continue to maintain the leading edge in the fierce market competition. The thesis is divided into six parts around the above core issues. The first part of the preface mainly explains the research background, research significance and research methods. The second part provides the theoretical foundation for the construction of the full text by expounding the related theories of compensation and compensation management. The third part diagnoses the existing compensation system problems and analyzes the reasons with the results of the questionnaire survey. The fourth part puts forward the compensation system optimization scheme based on the problems existing in the current system. The fifth part points out the steps to implement the compensation system optimization scheme and the guarantee strategy to ensure the successful landing of the scheme in the process. The sixth part is the research summary and research prospect. With the help of case analysis, investigation and diagnosis, this thesis puts forward the optimization scheme of Compensation system of Foodchem International Corporation, that is, to optimize compensation grade, compensation structure, compensation increase mechanism and compensation performance incentive scheme on the basis of compensation strategy and job grade evaluation. It also provides guarantees for the implementation of the compensation system in terms of organization, training and communication. The research of the thesis is based on the practical problems of the company's development, and explores the feasible and scientific solutions and realization path, which has certain reference significance and application value for the small and medium-sized private foreign trade enterprises that enter the rapid growth period. Key words: foreign trade enterprises，compensation satisfaction，compensation system，optimization strategyIV 目 录 中文摘要................................................. I Abstract ................................................ II 第一章 前言 ............................................. 1 1.1 研究背景和研究意义 .......................................... 1 1.1.1 研究背景...............................................1 1.1.2 研究意义...............................................2 1.2 研究内容和研究方法 .......................................... 3 1.2.1 研究内容与技术路线.....................................3 1.2.2 研究方法...............................................5 第二章 薪酬管理理论概述 ................................. 6 2.1 薪酬的基本概念 .............................................. 6 2.1.1 内涵、分类及作用.......................................6 2.1.2 薪酬管理的内涵和原则...................................7 2.2 薪酬管理的理论基础 .......................................... 9 2.2.1 薪酬激励理论...........................................9 2.2.2 薪酬满意度理论........................................10 2.3 薪酬体系设计理论及流程 ..................................... 11 2.3.1 涵义和类型............................................11 2.3.2 设计流程..............................................12 第三章 枫晴公司薪酬体系现状分析与问题诊断 .............. 14 3.1 公司概况 ................................................... 14 3.1.1 公司简介..............................................14 3.1.2 组织架构..............................................14V 3.1.3 人力资源现状 ..........................................15 3.2 薪酬体系现状 ............................................... 18 3.2.1 薪酬体系构成..........................................18 3.2.2 薪酬调整机制..........................................19 3.3 薪酬体系问卷调查与分析 ..................................... 19 3.3.1 调查目的..............................................19 3.3.2 设计与实施............................................20 3.3.3 调查结果分析..........................................20 3.4 薪酬体系的问题诊断与原因分析 ............................... 23 3.4.1 存在的问题............................................23 3.4.2 问题的原因............................................25 第四章 枫