人力资源管理如今已经成为了企业发展的重中之重，薪酬管理作为人力资源 管理中至关重要的一环，往往对企业人力资源管理、运营、发展等起着关键性的 作用。特别是智力密集型的工程造价咨询企业，企业间的竞争归根结底就是人才 的竞争，如何吸引人才、用好人才、留住人才成为了造价咨询企业能否在这个行 业致胜的关键。如今欧亿·体育（中国）有限公司竞争逐步加强，人才抢夺不断升级，各企业都面临着老 人才流失不断加大，新人才难以引进，薪酬成本过高，员工积极性低等困境。因 此，合理优化薪酬体系，成为了企业发展路途上不得不解决问题。 本文以湖南新泉咨询公司为研究对象，首先就湖南新泉咨询公司目前的组织 结构、发展战略、人力资源管理模式等管理概况进行了现状分析，重点对现行薪 酬体系存在的问题及其成因进行了详细分析。然后运用相关薪酬理论并结合实际， 对公司员工进行了工作分析和岗位价值评估，再分别对管理类、技术类、辅助类 员工的薪酬方案进行改进设计。改进后的薪酬体系，以岗位价值为基础，增加了 岗位工资的带宽，并与绩效考核体系紧密相连，更注重多劳多得和企业战略需求。 最后本文就薪酬体系方案的实施步骤、保障措施持续推进等进行了规划，对实施 过程中可能出现的阻力给出了解决方案和对策，同时对改进方案的实施效果进行 了预测。 本文的研究成果对湖南新泉咨询有限公司的薪酬管理制度进行了科学合理 的完善和改进，使薪酬制度更能贴合企业的战略发展目标，对不同岗位、不同层 级的员工都产生激励效应，有效减少员工流失，并为为企业发展提供推动力。同 时改进方案为国内同类企业的薪酬体系改进与设计也提供了一定的借鉴和参考。 关键词，湖南新泉咨询有限公司；薪酬管理；改进；方案设计工商管理硕士学位论文 III Abstract Management of human resources has now become the top priority in the development of enterprises, as the most important part in payment management, payment management usually plays a key role in human resource management, operation and development of enterprises.Especially for those engineering cost consulting enterprises with concentration of brain power, ultimately competitions between enterprises are competitions of talents. It has been a key factor on how to attract, make good use of and retain talents, which determines whether a engineering cost consulting enterprise can succeed in this industry.Nowadays due to the increasing competition within this industry and upgrading of grabbing talents, all enterprises face a hard situation with increasing loss of experienced talents, difficulty in importing new talents, excessive payment cost and low enthusiasm among staffs, etc.Therefore, reasonably optimizing payment system has been an issue that all enterprises have to solve in the developing process In this paper, Xinquan consulting company is taken as the research object. Firstly the author made an analysis of current situation on its overview management including organization structure, developmental strategy, management mode of human resources, etc ,a detailed analysis is done mainly for issues in current payment system and corresponding factors.Then through combining practice with related payment theories, job analysis and position evaluation are done to employees of the company, and then respectively improved designs on managing, technological, assistant positions are given.Based on position values, improved payment system increased the band width of post wage, and closely connect it with KPI system, which focuses more on more pay for more work and the strategical requirement of Enterprises. In the end of this paper, the implementation steps of payment system plan and the continuous proceeding of supporting measure are designed, solutions and countermeasures against resistance in implementation process are given, also implementation effects are predicted for improvement plans. This paper also makes scientific perfection and improvements on payment management regulations of Hunan Xinquan consulting Co;Ltd, so as to make payment system closer to the enterprise's strategic development goals.It will give some stimulatory effects to staffs in various positions and levels, reduce the loss of湖南新泉咨询公司员工薪酬体系改进方案研究 IV employees and provide impetus with the enterprise's development.Also the improvement plan provides some lessons and references for the improvement and design of similar domestic enterprises' payment systems. Key Word: Hunan Xinquan consulting Co;Ltd;payment management; improvement; project design工商管理硕士学位论文 V 目 录 学位论文原创性声明和学位论文版权使用授权书....................................................... I 摘要....................................................................................................................................II Abstract...............................................................................................................................III 插图索引............................................................................................................................VII 附表索引...........................................................................................................................VIII 第 1 章 绪 论...................................................................................................................1 1.1 选题背景及意义......................................................................................................1 1.1.1 选题背景............................................................................................................1 1.1.2 选题意义............................................................................................................2 1.2 研究的理论基础及文献综述................................................................................2 1.2.1 薪酬管理的基本理论......................................................................................2 1.2.2 国内外研究文献综述......................................................................................5 1.3 研究的主要内容及研究方法................................................................................7 1.3.1 研究的主要内容...............................................................................................7 1.3.2 研究方法............................................................................................................7 第 2 章 湖南新泉咨询公司员工薪酬体系的现状分析..............................................9 2.1 湖南新泉咨询公司管理概况................................................................................9 2.1.1 公司的历史沿革...............................................................................................9 2.1.2 公司的组织机构...............................................................................................9 2.1.3 公司的发展战略.............................................................................................11 2.1.4 公司的人力资源管理模式........................................................................... 12 2.2 湖南新泉咨询公司现行薪酬体系分析.............................................................12 2.2.1 公司薪酬构成.................................................................................................12 2.2.2 公司员工薪酬水平分析................................................................................15 2.2.3 公司员工薪酬满意度调查........................................................................... 17 2.3 湖南新泉咨询公司员工薪酬体系问题及成因分析.......................................19 2.3.1 公司现行薪酬体系存在的问题...................................................................19 2.3.2 公司薪酬体系问题成因分析.......................................................................21 2.3.3 薪酬体系改进的迫切性和必要性.............................................................. 21 第 3 章 湖南新泉咨询公司薪酬体系改进方案设计................................................23 3.1 公司薪酬体系改进方案设计的目标和原则....................................................23湖南新泉咨询公司员工薪酬体系改进方案研究 VI 3.1.1 设计的目标...................................................................................................... 23 3.1.2 设计的原则...................................................................