泰国拥有着丰厚的旅游资源，其整体的旅游贸易发展是非常良好的，酒店 欧亿·体育（中国）有限公司作为旅游发展的配套产业，是需要进行相应的发展的。特别是在外国酒店 进驻泰国的过程中，泰国本土酒店必须积极的利用各种方式提升自身水平，为 自身整体的市场竞争力提供充实保障。这不仅仅可以提高泰国酒店欧亿·体育（中国）有限公司的整体 发展情况，更可以促进泰国旅游欧亿·体育（中国）有限公司的发展，为泰国进一步提高自身发展提供 帮助。 面对这样的难题，如何提升酒店欧亿·体育（中国）有限公司的整体水平，增强其市场竞争力成为 了现阶段问题解决的重中之重，很多酒店纷纷采用优化薪酬管理的方式来进行 这一工作。通过对人力资源的重视来提高员工工作积极性的方法，以此提升酒 店整体人力资源的素质，提升酒店欧亿·体育（中国）有限公司的具体综合竞争能力，最终提高企业在 市场上的表现。 文章通过访谈法和问卷调查法两种方式对泰国The Peninsula Bangkok 酒店 企业薪酬方面的相应问题进行了解，希望通过对其员工一系列较为严重的不满 意方面进行优化。在此基础上，通过针对性的研究，为泰国The Peninsula Bangkok 酒店专门提出一套适合其自身的薪酬体系优化策略，主要可以分为， 结果公平优化、程序公平优化、交往公平优化、信息公平优化。并且期望通过 这些优化，来提高泰国The Peninsula Bangkok 酒店员工整体的在工作方面的满 意度，以此来促进消费者可以受到更好的酒店服务。 关键词：泰国，酒店，薪酬体系 II Abstract Thailand has rich tourism resources, and its overall tourism trade development is very good. As a supporting industry for tourism development, the hotel industry needs to develop accordingly. Especially in the process of foreign hotels entering Thailand, local hotels in Thailand must actively use various ways to improve their own level and provide for their overall market competitiveness Enrich the security. This can not only improve the overall development of Thailand's hotel industry, but also promote the development of Thailand's tourism industry and provide help for Thailand to further improve its own development. In the face of such a problem, how to improve the overall level of the hotel industry and enhance its market competitiveness has become the top priority of the problem- solving at this stage. Many hotels have adopted the way of optimizing compensation management to carry out this work. Through the emphasis on human resources to improve the enthusiasm of employees, in order to improve the overall quality of human resources in the hotel, enhance the specific comprehensive competitiveness of the hotel industry, and ultimately improve the performance of enterprises in the market. This paper uses two methods of interview and questionnaire to understand the corresponding problems of salary in the Peninsula Bangkok Hotel in Thailand, hoping to optimize a series of more serious dissatisfied aspects of its employees. On this basis, through targeted research, a set of salary system optimization strategy is proposed for the Peninsula Bangkok Hotel in Thailand, which can be divided into: result fairness optimization, procedure fairness optimization, communication fairness optimization and information fairness optimization. And we hope that through these optimizations, we can improve the overall job satisfaction of the employees of the Peninsula Bangkok Hotel in Thailand, so as to promote consumers to receive better hotel services. Key words: Thailand, Hotel, Salary System III 目录 摘要....................................................................................................................... II Abstract ................................................................................................................. II 1 绪论.................................................................................................................... 1 1.1 研究背景....................................................................................................... 1 1.2 研究意义....................................................................................................... 1 1.3 研究内容....................................................................................................... 2 1.4 研究方法....................................................................................................... 3 1.4.1 文献欧亿·体育（中国）有限公司法 ........................................... 3 1.4.2 调查问卷法 ........................................... 3 1.4.3 访谈法 ............................................... 3 1.5 技术路线图................................................................................................... 4 2 文献综述和理论概述........................................................................................ 5 2.1 文献综述....................................................................................................... 5 2.1.1 国外文献综述 ......................................... 5 2.1.2 国内文献综述 ......................................... 6 2.1.3 研究综述 ............................................. 6 2.2 相关理论综述............................................................................................... 7 2.2.1 薪酬含义 ............................................. 7 2.2.2 公平理论 ............................................. 7 3 The Peninsula Bangkok酒店薪酬体系现状分析 ............................................. 8 3.1 公司简介....................................................................................................... 8 3.2 现有人力资源分析....................................................................................... 9 3.2.1 人力资源情况 ......................................... 9 3.2.2 人员流失情况 ........................................ 10 3.3 现有薪酬现状分析..................................................................................... 11 3.3.1 薪酬结构设计 ........................................ 11 IV 3.3.2 薪酬等级设计 ........................................ 12 4 调查问卷和访谈分析...................................................................................... 12 4.1调查问卷分析.............................................................................................. 12 4.1.1 问卷调查的设计 ...................................... 12 4.1.2 调查问卷的分发与回收 ................................ 12 4.1.3 调查问卷研究内容 .................................... 13 4.2 访谈法分析................................................................................................. 16 4.2.1 访谈设计 ............................................ 16 4.2.2 访谈对象 ............................................ 17 4.2.3 访谈结果 ............................................ 17 5 PB酒店薪酬体系存在问题及原因分析 ......................................................... 19 5.1 薪酬体系存在的问题................................................................................. 19 5.1.1 薪酬水平缺乏竞争力 .................................. 19 5.1.2 薪酬设计缺乏公平 .................................... 19 5.1.3 福利缺乏激励性 ...................................... 20 5.1.4 绩效考核制度不明确 .................................. 20 5.2 薪酬体系存在问题的原因......................................................................... 21 5.2.1 酒店管理层缺乏薪酬体系思想 .......................... 21 5.2.2 薪酬调整机制不规范 .................................. 21 5.2.3 忽视福利的重要性 .................................... 22 5.2.4 薪酬体系设计不重视工龄差别 .......................... 22 6 PB酒店薪酬体系优化方案设计 ..................................................................... 23 6.1 薪酬体系优化原则与路径......................................................................... 23 6.1.1 薪酬体系优化原则 .................................... 23 6.1.2 薪酬体系优化路径 .................................... 24 6.2 酒店薪酬优化方案设计............................................................................. 25 6.2.1 明确薪酬优化目标 .................................... 25 6.2.2 优化岗位工作职责 .................................... 25 6.2.3 调整薪酬组成结构 .................................... 26 V 6.2.4 完善薪酬反馈机制 .................................... 28 6.3 薪酬体系优化的实施保障......................................................................... 28 6.3.1 酒店管理层积极