黑龙江大学硕士学位论文
Abstract
In a new round of technological revolution, industrial transformation and
development mode of historical intersection, A company water conservancy and
hydropower engineering construction industry also gradually into the transition period,
the company to other provinces and cities, improve the overall industry competitiveness,
need to stimulate professional and technical personnel higher enthusiasm, form to the
professional and technical personnel tilt salary system, build a condensed upward
professional and technical personnel echelon, enhance A company technology core
competitiveness.
This article with A company as the research object, adopt the literature method,
questionnaire method and comparative research, by combing the organization structure,
personnel composition of A basic situation, using key crowd interview, salary
satisfaction survey, thorough analysis found that A salary system lack of industry
competitiveness, internal job evaluation and actual value decoupling, unreasonable
salary grade differencebined with skill salary system, ability salary system,
broadband salary theory, analyze the shortcomings in salary system construction,
combining the A talent strategy development direction, build "knowledge" salary system,
to the position of A salary system design, increase the salary floating range,
optimization, non-economic compensation level promotion scheme, add compensation
system optimization, skills and ability as the core countermeasures, and put forward the
corresponding safeguard measures on personnel, capital and system.It ensures the
smooth completion of the salary system optimization work of Company A, effectively
enhances the core competitiveness of Company A, and provides the necessary talent
guarantee for the realization of the next strategic goal of Company A.
Keywords： Compensation system optimization; core competitiveness; broadband
compensation; skill compensation; ability compensation
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目录
目录
中文摘要 ...........................................................................................................................I
Abstract ...........................................................................................................................II
绪论 .................................................................................................................................. 1
一、研究的背景 ....................................................................................................... 1
二、研究的目的及意义 ........................................................................................... 1
（一）研究的目的 ............................................................................................ 1
（二）研究的意义 ............................................................................................ 2
三、国内外研究现状 ............................................................................................... 3
（一）国外研究现状 ........................................................................................ 3
（二）国内研究现状 ........................................................................................ 5
（三）国内外研究现状述评 ............................................................................ 7
四、研究内容及方法 ............................................................................................... 8
（一）研究内容 ................................................................................................ 8
（二）研究方法 ................................................................................................ 9
第一章 概念界定与理论基础 .......................................................................................11
第一节薪酬概念界定 ............................................................................................11
一、薪酬 ...........................................................................................................11
二、薪酬体系 .................................................................................................. 12
第二节薪酬理论基础 ........................................................................................... 13
一、公平理论 .................................................................................................. 13
二、激励需求理论 .......................................................................................... 13
三、知识资本理论 .......................................................................................... 14
四、宽带薪酬理论 .......................................................................................... 15
本章小结 ................................................................................................................. 15
第二章 A公司概况及薪酬体系现状 ........................................................................... 16
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黑龙江大学硕士学位论文
第一节 A公司概况 ............................................................................................... 16
一、公司简介 .................................................................................................. 16
二、组织结构 .................................................................................................. 17
三、人员结构 .................................................................................................. 17
四、人工成本 .................................................................................................. 20
第二节薪酬体系现状 ........................................................................................... 22
一、薪酬水平处于欧亿·体育（中国）有限公司较低水平 .................................................................. 22
二、薪酬构成及占比情况 .............................................................................. 22
三、薪酬等级划分及其调整 .......................................................................... 22
本章小结 ................................................................................................................. 23
第三章 A公司薪酬体系问题及成因分析 ................................................................... 24
第一节 A公司薪酬体系的满意度调查 ............................................................... 24
一、A公司重点人群访谈 .............................................................................. 24
二、A公司重点人群访谈结果分析 .............................................................. 26
三、A公司薪酬满意度调查问卷设计与发放 .............................................. 27
四、A公司薪酬满意度调查结果统计分析 .................................................. 28
第二节 A公司薪酬体系存在的问题 ................................................................... 34
一、薪酬水平缺乏欧亿·体育（中国）有限公司竞争力 ...................................................................... 35
二、薪酬体系缺乏增长机制 .......................................................................... 35
三、岗位评价与岗位实际价值脱钩 .............................................................. 35
四、非经济性薪酬流于形式 .......................................................................... 36
五、薪酬等级差异不合理 .............................................................................. 36
第三节 A公司薪酬体系问题的原因分析 ........................................................... 36
一、未及时调整薪酬水平 .............................................................................. 37
二、岗位设计流于形式 .................................................................................. 37
三、薪酬设计以职位为核心 .......................................................................... 37
本章小结 ...............................................