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研究生学号：1319115828 研究生签名：
日期：2022年5月18日
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日期：2022年5月18日
摘要
民营企业具有巨大的发展韧性与潜力，当前在数字化转型升级的大背景下，民营企业发
展可谓是机遇与挑战并存。在数字经济时代，民营企业抢抓机遇完全可以获得更高质量的发
展，发展的关键在于人才，而高薪是留住人才最直接的手段。但是高薪背后不仅仅是薪酬总
额高，更重要是企业薪酬管理水平的高级体现。扬州Y公司现行的薪酬体系已逐渐显露出种
种不适应企业长远发展的弊端，核心人才流失，一定程度上阻碍了扬州Y公司的转型升级。
扬州Y公司应根据实际情况，及时调整优化公司薪酬管理制度，与此同时，员工对工作价值
的理解与认可有助于企业留住并不断扩充优秀人才，从而使得企业综合竞争力不断提升。
本文以扬州Y公司为研究对象，首先对薪酬管理、宽带薪酬相关理论的文献欧亿·体育（中国）有限公司进行整
理和研究，其次运用问卷调查与访谈的方式详细分析扬州 Y公司员工薪酬现状，通过问卷调
查数据初步判断扬州Y公司现行薪酬体系存在问题，与此同时通过对不同层级人员的访谈调
查进一步深度剖析扬州Y公司薪酬管理中的弊端，然后阐述在扬州Y公司采用宽带薪酬体系
优化设计的必要性与可行性，依据宽带薪酬的设计思路，基于岗位分析、岗位评价等一系列
基础性工作对扬州Y公司的薪酬体系进行优化设计，确定扬州Y公司不同层级不同宽带的薪
酬管理方案，最后进行试点实施，并提出保障措施。
本文旨在通过扬州Y公司的案例阐述宽带薪酬理论的合理有效应用能够将企业利益和员
工利益进行有机结合，公司的薪酬管理策略需要顺应时势，拥有更多员工认可与广泛群众基
础，企业才能够吸引、留住和培养高素质、复合型人才，持续激发并提高个体生产力，为企
业长远发展注入持久动力。
关键词: 民营企业；薪酬管理；宽带薪酬
I
Abstract
Private enterprises have great resilience and potential for development. In the context of digital
transformation and upgrading, the development of private enterprises can be described as both
opportunities and challenges. In the era of digital economy, private enterprises can seize the
opportunity to obtain higher quality development, the key to development is talent, and high salary
is the most direct means to retain talent. But behind the high salary is not only the total salary is
high, but also the senior embodiment of the enterprise's salary management level. The current salary
system of Y Company in Yangzhou has gradually revealed all kinds of disadvantages that do not
adapt to the long-term development of the enterprise, and the loss of core talents, to a certain extent,
has hindered the transformation and upgrading of Y Company in Yangzhou. Yangzhou Y Company
should adjust and optimize the company's salary management system in time according to the actual
situation. At the same time, employees' understanding and recognition of work value can help the
company retain and expand excellent talents, so as to improve its comprehensive competitiveness.
Taking yangzhou Y company as the research object, first of all, compensation management,
broadband salary in order and studies about the related theory of literature, the second with the
method of questionnaire and interview a detailed analysis of yangzhou Y employees pay the status
quo, through the questionnaire survey data preliminary judgment yangzhou company Y problems
existed in current compensation system, Personnel at different levels at the same time through the
interview survey to further abuses in depth analysis of yangzhou Y company compensation
management, and then expounds in yangzhou Y company USES broadband pay system the
necessity and feasibility of optimization design, based on the broadband salary design train of
thought, based on the analysis, job evaluation and a series of basic work of yangzhou Y company's
compensation system optimization design, Determine the compensation management scheme of
yangzhou YCompany at differentlevels and broadband,and finally carryout the pilot
implementation, and put forward the safeguard measures.
By yangzhou Y company's broadband compensation cases in this paper, the theory of
reasonable and effective application to organic combination of the interests of the enterprise and
employees of the company's compensation management strategies need to temporize, have more
staff recognition and extensive mass base, the enterprise can attract, retain and develop the high
quality, inter-disciplinary talent, continue to inspire and improve individual productivity, Inject
II