H软件公司研发人员薪酬体系优化设计
摘要
伴随着信息技术对社会各个领域尤其是经济生活的渗透，作为国家战略性新
兴产业的软件产业在国民经济和社会信息化建设中的作用日益凸显。高端技术人
才作为软件企业创新驱动力和核心竞争力所在，更是成为了软件企业竞相争夺的
资源。研发人员是高端技术人才的核心代表，掌握着软件企业发展的核心技术，
制约着企业的健康发展。因此，一旦出现研发人员流失，将会给软件企业造成难
以估量的后果。目前，各软件企业坚持把薪酬管理作为抓好人力资源管理的有力
抓手，通过优化改进研发人员的薪酬体系，激发研发人员的工作干劲，促使其能
够以更加高涨的热情、更饱满的精神状态投入到科研创新工作中，助力实现企业
吸引、激励、培养、留住研发人员的目标。
论文首先对薪酬、薪酬体系、公平理论等理论概念进行介绍阐述。其次，采
用问卷调查法等，分析 H软件公司研发人员薪酬体系的现状，提出同一等级岗位
内缺少差异性、绩效考核指标主观性强、福利待遇项目缺乏选择性、职业生涯发
展不顺畅等问题是现行 H软件公司研发人员薪酬体系存在的主要问题。然后，基
于存在问题，统筹考虑软件公司的运行现状，提出 H软件公司研发人员薪酬体系
优化改进的措施，包括进行岗位价值评估，实行基于研发人员工作成效和能力素
质考核指标的评价体系，制定出台丰富多样的保障福利制度，强化非物质激励建
设，满足研发人员多样化的需求，提升研发人员的薪酬满意度。最后，建立配套
保障制度，确保 H软件公司研发人员薪酬体系的优化改进能够顺利施行。
本文在现有理论研究的基础上，提出了适合 H软件公司研发人员薪酬体系的
解决方案，帮助 H软件公司实现吸引、激励、培养、留住人才的目的。本研究进
一步丰富拓展了研发人员薪酬体系优化改进的相关研究，同样为与 H软件公司面
临相似问题的软件公司提供薪酬体系优化的经验借鉴。
关键词：软件公司研发人员薪酬体系

OPTIMIZING DESIGN OF THE
COMPENSATION SYSTEM OF R&D
PERSONNEL OF H SOFTWARE COMPANY
ABSTRACT
With the penetration of information technology in all areas of society, especially
in economic life, software industry, as a strategic emerging industry of the country,
plays an increasingly prominent role in the construction of national economy and
social informatization.High-end technical talents, as the driving force of innovation
and core competitiveness of software enterprises, have become the resources that
software enterprises compete for.R&D personnel are the core representatives of
high-end technical talents, who master the core technology of software enterprise
development and restrict the healthy development of enterprises.Therefore, once the
loss of R&D personnel occurs, it will cause incalculable consequences to software
enterprises.At present, the software companies adhere to the salary management as a
strong grasp of human resources management, through the optimization and
improvement of the R&D personnel salary system, stimulate the work of R&D
personnel motivation, to promote its ability to be more enthusiastic, more full of spirit
into the work of scientific research and innovation, help to achieve the enterprise the
goal of attracting, motivating, training and retaining research and development
personnel.
Firstly, the paper introduces the concepts of salary, salary system, equity theory
and so on. Secondly, by using the method of questionnaire survey, this paper analyzes
the current situation of the compensation system of R&D personnel in H Software
Company, and puts forward that the main problems of the current compensation
system of R&D personnel in H Software Company are the lack of differences in the
same level positions, the strong subjectivity of performance appraisal indicators, the
lack of selectivity in welfare treatment items, and the unsmooth career development.
Then, based on the existing problems, considering the operation status of software
companies as a whole, this paper puts forward the measures to optimize and improve
the salary system of R&D personnel in H Software Company, including post value
evaluation, and practices based on the research and development personnel work
performance ability quality evaluation system of assessment index, set out a rich

variety of security system, strengthen the construction of non-material incentives.
Through the above measures to meet the diverse needs of R&D personnel, improve the
salary satisfaction of R&D personnel.Finally, the establishment of supporting security
system to ensure that Software Company's R&D personnel pay system optimization
and improvement can be smoothly implemented.
In this paper, based on the existing theoretical research, proposed for H software
company R&D personnel compensation system solutions to help H software company
to achieve the purpose of attracting, motivating, training and retaining talent. This
study further enriches and expands the related research on the optimization and
improvement of R&D personnel compensation system, and also provides the
experience of compensation system optimization for software companies facing
similar problems with H software company.
KEY WORDS:software company R&D personne compensation
system
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