薪酬一直是人力资源管理中一个极为敏感的模块，科学、合理、有效的企业薪酬制 度是公司顺利运行的物质基础，企业薪酬方案的优劣不仅决定着企业发展的命运，还关 乎企业激励和保留战略性人才需求。如何采取合理有效的薪酬方案，提高企业员工的工 作满意度、充分激发他们的主动性和积极性，为公司的创作更高的价值是我们面临的共 同问题。因此，为解决这一问题，最大限度的激发员工的工作热情和潜能，企业必须引 进一种新型薪酬体系来改良和优化传统薪酬体系中重岗位晋升的激励机制，强调发挥绩 效在薪酬体系中的激励作用，从而更好的促进企业长远发展。 本文以新疆金戈壁油砂矿开发有限责任公司（以下简称“金戈壁公司”）为研究对 象，以先进的宽带薪酬理论为依托，深入调查该公司的传统薪酬体系，结合其总体战略 对其薪酬系统进行再优化再设计，以达到解决当前传统薪酬体系中存在的、带给公司困 扰的一些问题，继而使员工对公司的忠诚度、对薪酬的满意度提升，实现调动员工工作 积极性的目的，切实增强公司的综合实力，促进公司的发展，并且对同欧亿·体育（中国）有限公司中其他企业 的薪酬体系优化有一定的参考价值。 本文在充分了解了欧亿·体育（中国）有限公司内宽带薪酬相关研究情况的基础上，本文通过人员访谈、问 卷调查等方法，深入总结、剖析了公司薪酬制度的缺点与不足，充分吸收和借鉴国内外 先进的经验做法，在此基础上分析了宽带薪酬体系对金戈壁公司的适用情况，对金戈壁 公司宽带薪酬体系进行了再设计。最后，对金戈壁公司宽带薪酬体系的实施过程、改进 及保障措施进行了效果分析和效果评价。 关键词：薪酬，宽带薪酬，问卷调查，体系Study on broadband compensation scheme of Xinjiang armored wall oil sands development limited liability company Li Yan Directed by Prof. Wang Tian-hu Abstract Pay has been a very sensitive module in human resource management, scientific, reasonable and effective enterprise compensation system is the material basis for the smooth running of the company. The advantages and disadvantages of the enterprise salary plan not only determines the fate of the enterprise development, but also related to the enterprise incentive and retain strategic talent demand. How to take reasonable and effective salary plan, improve the job satisfaction of enterprise employees, fully stimulate their initiative and enthusiasm for the company to create higher value is our common problem. Therefore, in order to solve this problem, to stimulate the enthusiasm and potential of employees, enterprises must introduce a new kind of compensation system to improve and optimize the incentive mechanism for the promotion of traditional pay system, emphasizing the role of performance in the salary system, so as to better promote the long-term development of enterprises. This paper takes Xinjiang armored wall oil sands development limited liability company (hereinafter referred to as the golden Gobi company) as the research object, with advanced broadband compensation theory as the basis, in-depth investigation of the traditional salary system of the company, with its overall strategy of optimizing design of the compensation system, in order to solve some problems of the traditional in the compensation system, to bring the company problems, and then make the satisfaction of employee loyalty to the company, the salary increase, can mobilize the enthusiasm of the staff, and enhance the overall strength of the company, to promote the development of the company, and has certain reference value for the optimization of salary system of other enterprises in the same industry. In this paper, in the full understanding of the industry wide band salary related research based on, this paper through the personnel interviews, questionnaires and other methods, in-depth summary, analyzes the shortcomings and deficiencies of the company s compensation system to fully absorb and draw lessons from the domestic and foreign advanced experience and practice, on the basis of analysis the applicability of Broadbanding Salary System of golden desert, of gold Gobi company wide band salary system redesign. Finally, the implementation process, improvement and safeguard measures of the broadband pay system of Gobi company are analyzed and evaluated. Key words：Salary, Broadband salary, Questionnaire Survey, System目 录 第 1 章 绪论...............................................................1 1.1 研究背景与意义 ...................................................... 1 1.2 国内外研究综述 ...................................................... 2 1.2.1 国外发展及研究概况 .............................................. 2 1.2.2 国内发展及研究概况 .............................................. 3 1.3 研究方法及框架 ...................................................... 4 1.3.1 研究路径......................................................... 4 1.3.2 研究方法......................................................... 5 第 2 章 理论综述...........................................................6 2.1 薪酬理论综述 ........................................................ 6 2.1.1 薪酬的定义和本质 ................................................ 6 2.1.2 薪酬的构成分析 .................................................. 6 2.2 宽带薪酬理论综述 .................................................... 6 2.2.1 宽带薪酬的构成与本质 ............................................ 6 2.2.2 宽带薪酬在国内外的研究与发展 .................................... 8 2.2.3 宽带薪酬的适用条件 ............................................. 11 2.2.4 推行宽带薪酬的注意事项 ......................................... 12 第 3 章 金戈壁公司薪酬方案现状分析........................................13 3.1 金戈壁公司基本情况 ................................................. 13 3.1.1 金戈壁公司组织机构情况 ......................................... 13 3.1.2 金戈壁公司的人力资源现状 ....................................... 13 3.2 金戈壁公司薪酬管理现状 ............................................. 16 3.2.1 薪酬体系现状概述 ............................................... 16 3.2.2 薪酬体系现状调查 ............................................... 18 3.3 金戈壁公司薪酬管理现状分析 ......................................... 20 3.3.1 员工薪酬满意度较低 ............................................. 203.3.2 员工提高薪酬的渠道狭窄 ......................................... 21 3.3.3 薪酬制度存在不公平现象 ......................................... 22 3.3.4 薪酬制度不完善 ................................................. 23 3.3.5 员工薪酬满意度低 ............................................... 24 4.1 金戈壁公司宽带薪酬方案设计思路与原则 ............................... 26 4.1.1 宽带薪酬体系优化设计思路 ....................................... 26 4.1.2 宽带薪酬体系优化设计原则 ....................................... 26 4.2 金戈壁公司宽带薪酬方案优化 ......................................... 27 4.2.1 岗位分析 ....................................................... 27 4.2.2 岗位评价 ....................................................... 28 4.2.3 职位等级和极差、档差的划分 ..................................... 29 4.2.4 岗位薪点档级升降规定 ........................................... 34 第 5 章 金戈壁公司宽带薪酬体系实施保障....................................36 5.1 积极宣传与有效沟通 ................................................. 36 5.2 建立了健全的培训制度 ............................................... 36 5.3 对宽带薪酬体系进行完善调整 ......................................... 36 5.4 加强宽带薪酬体系实施后的管控 ....................................... 36 5.5 出台宽带薪酬管理制度 ............................................... 37 第 6 章 结论..............................................................39