薪酬不仅是调动员工工作积极性的重要因素，也是高等院校管理人员队伍建设 的关键因素，薪酬制度是高等院校发展战略的重要组成部分，对人才引进、稳定和 激励方面起着了关键性的作用。因此，设计和建立一套科学的、符合学校发展实际 的薪酬体系可以有效提升提高基层管理人员的满意度和工作积极性，提升学校的管 理水平。 河北美术学院是经教育部批准设立的一所民办全日制普通本科美术高校。现有 学生14207人，，专任教师893人，管理人员304人，其中基层管理人员228人。近 年来基层管理人员离职率不断攀升、工作满意度低、工作积极性不高，这些给学校 的管理工作带来不利因素。究其根本原因是学校薪酬管理制度设计不合理。 在薪酬管理的相关理论基础上对河北美术学院基层管理人员薪酬现状进行分 析，通过对基层管理人员的问卷调查和访谈，对数据整理和分析后了解到学校目前 在薪酬水平、薪酬结构、绩效考核、福利以及精神薪酬等方面存在问题，并对其存 在问题的原因进行分析，按照薪酬设计的原则在现有薪酬管理体系的基础上设计出 一套适合学校基层管理人员的薪酬体系，并建立相应的保障措施，确保方案的有效 实施。对河北美术学院薪酬制度改革和激发基层管理人员的活力具有指导作用，对 同类院校的薪酬制度改革具有一定的参考价值。 关键词 河北美术学院；基层管理人员；薪酬体系；现状分析；优化方案 III Abstract In addition to mobilizing the working motivation of employees, compensation also serves as a key factor in management team constructing of colleges and universities. As a significant part of the development strategies, compensation system plays a crucial role in talent introduction, stability and motivation of colleges and universities. On the basis, it is feasible to design and establish a scientific compensation system, which is also in line with the actual development, to improve the satisfaction and enthusiasm of the low-level managers, as well as enhance the management level of the colleges or universities. With the approval of the Ministry of Education, Hebei Academy of Fine Arts was established as a private full-time ordinary undergraduate fine art academy. Currently, it achieves the following staffing: 14207 students, 893 full-time teachers and 304 managers, which consist of 228 low-level managers. However, due to the increasing turnover rate of low-level managers, low job satisfaction and decreasing working motivation in recent years, the college management suffers a lot of adverse factors. In fact, the basic reason is the unreasonable design of compensation management system. According to the relevant theories of compensation management, this thesis conducts out an analysis on the existing circumstances of the low-level managers’ compensation in XXX College. Through questionnaire survey and interview of the low-level managers, the obtained data and analysis results shows that there are various problems existing in the college, including current compensation level, compensation structure, performance evaluation, welfare and spiritual compensation, etc. Then, the thesis analyzes the reasons for the above problems. According to the principles of compensation design, it designs a compensation system suitable for its low-level managers based on the existing one. In addition, it makes some corresponding guaranteeing measures to ensure the effective implementation. In this way, the designed system can guide the reform of its compensation system and arouse the energy of the low-level managers, which will also have a certain reference value for the compensation system reform in the similar colleges and universities. Key words Hebei Academy of Fine Arts ; Low-level managers; Compensation system; current Analysis of existing circumstances; Optimization scheme V 目 录 摘要 ?????????????????????????????????????????????????????????????????????????????????????????????????? I? Abstract ?????????????????????????????????????????????????????????????????????????????????????????????? III? 第1章 绪 论 ?????????????????????????????????????????????????????????????????????????????????????? 1? 1.1 研究背景及意义 ???????????????????????????????????????????????????????????????????????????? 1? 1.1.1 研究背景 ??????????????????????????????????????????????????????????????????????????????? 1? 1.1.2 研究意义 ??????????????????????????????????????????????????????????????????????????????? 1? 1.2 国内外研究现状 ???????????????????????????????????????????????????????????????????????????? 2? 1.2.1 国外研究现状 ????????????????????????????????????????????????????????????????????????? 2? 1.2.2 国内研究现状 ????????????????????????????????????????????????????????????????????????? 3? 1.3 研究方法及技术路线 ?????????????????????????????????????????????????????????????????????? 4? 1.3.1 研究方法 ??????????????????????????????????????????????????????????????????????????????? 4? 1.3.2 技术路线 ??????????????????????????????????????????????????????????????????????????????? 5? 1.4 研究内容及创新点 ????????????????????????????????????????????????????????????????????????? 5? 1.4.1 研究内容 ??????????????????????????????????????????????????????????????????????????????? 5? 1.5 本章小结 ????????????????????????????????????????????????????????????????????????????????? 6? 第2章 薪酬体系相关理论综述 ????????????????????????????????????????????????????????????????? 7? 2.1 薪酬的概念及构成 ????????????????????????????????????????????????????????????????????????? 7? 2.1.1 薪酬概念 ??????????????????????????????????????????????????????????????????????????????? 7? 2.1.2 薪酬构成 ??????????????????????????????????????????????????????????????????????????????? 7? 2.1.3 薪酬的功能 ???????????????????????????????????????????????????????????????????????????? 9? 2.2 薪酬体系的基本类型 ?????????????????????????????????????????????????????????????????????? 9? 2.2.1 岗位薪酬体系 ????????????????????????????????????????????????????????????????????????? 9? 2.2.2 绩效薪酬体系 ???????????????????????????????????????????????????????????????????????? 10? 2.2.3 宽带薪酬体系 ???????????????????????????????????????????????????????????????????????? 10? 2.2.4 全面薪酬体系 ???????????????????????????????????????????????????????????????????????? 10? 2.3 薪酬体系设计的理论基础 ?????????????????????????????????????????????????????????????? 11? 2.3.1 马斯洛需求层次理论 ??????????????????????????????????????????????????????????????? 11? 2.3.2 公平理论 ?????????????????????????????????????????????????????????????????????????????? 12? 2.3.3 双因素理论 ??????????????????????????????????????????????????????????????????????????? 12? 2.3.4 工资差别理论 ???????????????????????????????????????????????????????????????????????? 13? 2.4 本章小结 ??????????????????????????????????????????????????????????????????????????????????? 13? VI 第3章 河北美术学院基层管理人员薪酬体系现状分析 ?????????????????????????????????? 15? 3.1 河北美术学院基本情况 ?????????????????????????????????????????????????????????????????? 15? 3.1.1 组织结构 ?????????????????????????????????????????????????????????????????????????????? 15? 3.1.2 基层管理人员概况 ?????????????????????????????????????????????????????????????????? 16? 3.1.3 现行薪酬体系 ???????????????????????????????????????????????????????????????????????? 18? 3.2 基层管理人员薪酬体系现状调查 ?????????????????????????????????????????????????????? 20? 3.2.1 薪酬满意度问卷调查 ??????????????????????????????????????????????????????????????? 21? 3.2.2 调查结果分析 ???????????????????????????????????????????????????????????????????????? 22? 3.3 基层管理人员现行薪酬体系存在的问题及原因分析 ?????????????????????????????? 24? 3.3.1 现行薪酬体系存在的问题 ????????????????????????????????????????????????????????? 24? 3.3.2 现行薪酬体系存在问题的原因分析 ????????????????????????????????????????????? 26? 3.4 本章小结 ???????????????????????????????????????????????????????????????????????????????????? 27? 第4章 河北美术学院基层管理人员薪酬体系优化方案 ?????????????????????????????????? 29? 4.1 薪酬体系优化的基本思路 ??????????????????????????????????????????????????????????????? 29? 4.2 薪酬体系优化的目标和原则 ???????????????????????????????????????????????????????????? 29? 4.2.1 薪酬体系优化的目标 ????