摘要
摘要
在印刷欧亿·体育（中国）有限公司，以创新引领产业转型升级，创造发展新优势，是本世纪以来一
条重要的发展主线。对于企业本身而言，只有实施科学的人力资源薪酬管理，才
能配置好、发挥好员工的作用，才能获得稳健发展和保持竞争优势。C公司是一
家有百年发展史的国有印刷企业，经营范围为出版物印刷、包装装潢印刷品、证
券票据印刷、零件印刷、印刷物资供应等。随着 C公司发展愈加壮大，公司内
的人员管理，尤其是基层员工层面的薪酬管理问题日益凸显，逐渐展现出了与公
司发展程度不匹配的矛盾。本文对 C公司薪酬管理的优化，可能提升 C公司基
层员工的薪酬水平，助力企业产能稳定，向好向稳的发展。
本文以薪酬管理相关概念与薪酬管理优化为基础，采用查阅文献、欧亿·体育（中国）有限公司收集、
问卷调查、面对面访谈的方法，分析了 C公司的基本情况和 C公司在优化薪酬
管理前的现状。对管理现状存在问题的调查和分析提炼，结合人员访谈还有对问
卷调查的实施和分析，遵照优化原则和基本思路，进行岗位评价，并以岗位评价
为依据，调整基本薪酬，优化绩效薪酬，做好员工福利管理。并从组织管理、人
员管理的各个层面提出薪酬管理优化顺利执行落实的保障。
通过研究，发现 C公司现有薪酬管理存在现行薪酬管理方案与发展不配套、
薪酬构成不合理、薪酬水平市场化程度不够等问题。为优化 C公司的薪酬管理，
本文依据优化基本策略和基本形式做优化改进，使优化后薪酬管理的方案能够有
效增加基层员工工作积极性和企业归属感。为保障优化后的方案能顺利落实，C
公司还需要加强薪酬管理的理念保障，强化管理团队建设，做好方案的宣传，保
证沟通渠道畅通无阻，强化管理过程的监督，营造出积极正确的企业文化氛围，
从而促进基层员工非常认可对薪酬管理的优化效果。
关键词：基层员工；薪酬管理；优化；要素计点法；印刷企业
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Abstract
Abstract
In the printing industry, leading the industrial transformation and upgrading with
innovation and creating new advantages for development is an important development
theme since this century. As far as the enterprise itself is concerned, only by
implementing scientific human resource salary management can it allocate and play
the role of employees well, and obtain stable development and maintain competitive
advantage. Company C is a state-owned printing enterprise with a history of one
hundred years.Its business scopecovers publicationprinting, packaging and
decoration printing, securities bill printing, parts printing, printing materials supply,
etc. With the development of Company C, the problem of personnel management in
the company, especially the compensation management at the grass-roots level, has
become increasingly prominent, showing a contradiction that does not match the
development of the company. The optimization of C Company's salary management
in this paper may improve the salary level of C Company's grass-roots employees,
help stabilize the enterprise's production capacity, and promote the development from
good to stable.
Based on the related concepts of compensation management and the optimization
of compensation management, this paper analyzes the basic situation of C Company
and the current situation of C Company before the optimization of compensation
management by means of literature review, data collection, questionnaire survey and
face-to-face interview. Based on the investigationand analysis of the existing
problems in the management status quo, combined with the implementation and
analysis of the personnel interview and questionnaire survey, the post evaluation was
carried out according to the optimization principles and basic ideas, and based on the
post evaluation, the basic salary was adjusted, the performance salary was optimized,
and the employee welfare management was well done. And from all levels of
organizational management and personnel management, the guarantee for the smooth
implementation of salary management optimization is proposed.
Through research, it is found that the existing salary management of Company C
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Abstract
has problems such as the current salary management scheme and development,
unreasonable salary composition, and insufficient degree of marketization of salary
level, and the reason is that the management does not pay attention to it, the use of
salary management is not scientific, and there are shortcomings in human resource
management. In order to optimize the salary management of Company C, this paper
optimizes and improves according to the basic strategy and basic form of optimization,
so that the optimized compensation management scheme can effectively increase the
enthusiasm of grass-roots employees and the sense of belonging of the enterprise. In
order to ensure the smooth implementation of the optimized plan, Company C also
needs to strengthen the concept of salary management, strengthen the construction of
management team, establish and improve the performance appraisal system, do a
good jobinpublicity andcommunication channels,strengthen thedynamic
management and supervision mechanism, and create a positive and correct corporate
culture atmosphere, so as to promote the optimization effect of salary management by
grass-roots employees.
Key words: Grassroots staff；Salarymanagement；Optimization；Element
counting method；Printing enterprises
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