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1、W公司薪酬体系设计研究摘 要薪酬是企业人力资源管理和劳动力市场的核心问题之一。薪酬涉及到劳动者、企业、社会和政府等诸多方面。对于企业来说，科学有效的薪酬体系不但能够有效的激发所辖员工工作的积极性和主动性，促进员工更努力的工作，提高企业的工作效率，最终提高企业竞争能力，而且能够在激烈的竞争环境下吸引和保留住人才，实现企业的人才发展战略。近年来，电子产业得到迅猛的发展，随之而来的是IT培训行业的方兴未艾。W公司是南京市一家拥有上百人的中小型IT培训企业，在近些年中企业发展迅速，但是企业内部人才对薪酬制度的不满造成了大量的人才流失，同时企业内部人员对薪酬满意程度较低，严重影响了W公司的效益。针对这一
2、现状，W公司决定设计和建立一套科学合理的，符合W公司具体情况的薪酬体系。这种尝试不但对W公司来说具有现实意义，对同样处于发展中的我国其他企业也具有非常重要的借鉴和理论意义。本文的第一部分从研究背景出发，首先介绍了薪酬体系在现代企业中的重要意义，并对具有典型特点的W公司的薪酬概括体系进行了简介，同时对国内外薪酬体系的发展过程和对薪酬体系研究的情况基本脉络进行了阐述。第二章主要从薪酬结构比例和岗位工资体系两个方面介绍了W公司薪酬体系的现状。设计了一套针对W公司的薪酬满意度调查问卷，发现W公司大多数员工对现行薪酬体系并不满意，认为现行薪酬制度存在诸多不公平的元素。同时，本研究调查了W公司员工对薪酬体
3、系中不同因素的关注程度，以此作为建立W公司新的薪酬体系的依据。在对W公司薪酬体系进行分析后，认为W公司的薪酬体系主要存在以下四个方面的缺陷：（1）未从战略高度建立薪酬体系；（2）薪酬结构不合理；（3）薪酬体系缺乏激励机制；（4）薪酬体系缺乏内部支撑。并深入挖掘分析了造成这些问题的原因，认为W公司之所以出现这些问题主要是因为企业历史原因、战略认识出现偏差、企业组织结构不够完备造成等因素的。本文的第三章对薪酬体系的相关理论进行了阐述。首先确定了薪酬的概念并从员工角度和企业角度介绍了薪酬体系的功能。其次介绍了薪酬体系的设计原理，包括岗位划分原理、绩效划分原理、能力划分原理和技能划分原理。最后分析了影
4、响薪酬水平的因素。包括企业内部因素、企业外部因素和员工个人因素。第四章对W公司薪酬体系进行了构建。首先确定了构建W公司薪酬体系的原则，认为在构建W公司薪酬体系的时候要注意从薪酬体系结构入手，建立以基本工资、效益工资和岗位工资为主体的薪酬主要删除结构。明确建立薪酬体系的目的，认为建立W公司薪酬体系是为了规范W公司的薪酬体系管理制度、将W公司的薪酬体系与发展战略紧密结合、强调薪酬体系的外部性质。并从公正性、激励性、成本合理性、发展战略性这四方面强调了构建W公司薪酬体系的原则。最后以岗位划分为基准建立了W公司的薪酬体系。结构上作一些调整本文的最后从转换模式到转换的保障措施两个方面介绍了W公司新旧薪酬
5、体系的转换，并介绍了W公司薪酬体系取得的效果。认为W公司薪酬体系的建立增强了W公司内部凝聚力，体现W公司薪酬体系的公平性，激发工作热情、体现企业发展战略，提高了W公司的管理水平。关键词：薪酬体系；优化设计；薪酬管理IVAbstractCompensation is one of the core issues of enterprise human resource management and labor market. The compensation involves many aspects of workers, enterprises, society and government
6、. To the enterprise, the enthusiasm and initiative of scientific and effective compensation system not only can stimulate its employees to work effectively, promotes the staff to work harder, improve the efficiency of enterprises, and ultimately improve the competitiveness of enterprises, but also c
7、an attract and retain talent in the fierce competitive environment, the realization of enterprise talent development strategy.In recent years, the electronic industry have a rapid development, the attendant is be just unfolding IT training industry. W company is a Nanjing with hundreds of small and
8、medium enterprises in the development of IT training, enterprise quickly in recent years, but the internal talent dissatisfaction with salary system has caused a lot of talent loss, while the internal staff on pay satisfaction degree is low, serious impact on the W companys benefit. In view of this
9、situation, W company decided to design and establish a scientific and reasonable, accord with W specific companies pay system. This attempt not only has practical significance to W company, the same in the development of other enterprises in China also has very important reference and theoretical si
10、gnificance.In the first part, starting from the research background, firstly introduces the significance of salary system in modern enterprises, and the typical features of W companys compensation sum are introduced, and the development process of domestic and international compensation system and t
11、he compensation system of the research were described.The second chapter mainly from the two aspects of the salary structure and salary system and introduces the present situation of the compensation system of W company. Design a set of W companys compensation satisfaction questionnaire, found that
12、W company most employees are not satisfied with the current salary system, think that the current salary system exists many unfair elements. At the same time, this study investigated the W staff pay attention to the different factors of salary system, so as to establish a new compensation system of
13、W company on the basis of. In carries on the analysis to the compensation system of W company, W company compensation system the main defects in the following four aspects: (1) not from a strategic height to establish compensation system; (2) the salary structure unreasonable salary system; (3) the
14、lack of incentive mechanism; (4) the lack of salary system internal support. Delving into the causes of these problems, that the W company is the emergence of these problems mainly because of historical reasons, the enterprise strategic understanding deviation, the organizational structure of enterp
15、rises is not perfect cause.This paper expounds the third chapter related theory of salary system. First determine the compensation concept and from employees and business point of view the salary system function. Secondly, the design principle of the compensation system, including job division theor
16、y, division theory, performance ability division theory and skills division principle. Finally, analyzed the factors that influence the compensation level. Include internal factors, external factors and personal factors.The fourth chapter is the construction of the salary system of W company. First determine the compensation system of W company principle, that when constructing the salary system of W company should pay a
