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密级：学校代码：10075分类号：学号：20121561工商管理硕士学位论文学位申请人：张影指导教师：刘艳巧教授学位类别：专业学位硕士学科专业：工商管理授予单位：河北大学答辩日期：二○一四年五月ClassifiedIndex:CODE:10075U.D.C:NO:20121561ADissertationfortheDegreeofM.ManagementAresearchoncompensationmanagementofAcompanyCandidate:ZhangYingSupervisor:Prof.LiuYanqiaoAcademicDegreeAppliedfor:ProfessionalMasterDegreeSpecialty:MasterofBusinessAdministrationUniversity:HebeiUniversityDateofOralExamination:May，2014摘要I摘要在我国社会主义市场经济中，民营企业是其主体，是激发市场经济活力的源泉。随着我国市场经济发展的不断深化，我国民营企业的队伍也逐渐增大，在促进我国的经济增长、提高居民收入、缓解就业和促进创新等领域都发挥了重要作用。许多民营企业由于其快速发展甚至成为我国大型企业尤其是国有企业改革发展学习的榜样。但是当前我国民营企业的发展还存在很多问题，尤其是在管理运营方面还需要与世界接轨，因此经常处于市场竞争的弱势地位。企业之间的竞争根本上是人才的竞争。因此民营企业通过建立合理的人力资源管理制度、合理的薪酬激励机制对于企业吸引人才、留住人才以及激励人才都起着举足轻重的作用。构建这种机制的重要途径就是建立合理的薪酬管理制度，这不仅是关系到企业职工的利益，同时也是提升企业竞争力的关键环节。本文主要分为五部分，第一章绪论中对研究的背景和目的、研究的主要思路提出了本文的研究背景、目的、主要思路、指出了本文的创新点与研究方法。在第二章薪酬管理的基本理论中对薪酬管理的内涵、薪酬管理相关理论进行了详细阐述，第三章A公司的薪酬管理现状中对A公司基本情况、人力资源状况进行了详细的阐述，指出了A公司当前薪酬管理的现状和存在的问题；第四章A公司的薪酬管理体系构建部分，在薪酬体系设计原则基础上，对A公司的薪酬管理系统结构、制度体系进行了设计，并对A公司的不同岗位进行了宽带薪酬设计；第五章A公司的薪酬管理体系的实施部分根据A公司薪酬管理体系设计的具体情况提出实施方案需要的措施。本文通过定性研究和文献分析法相结合的研究方法，总结薪酬管理的基本理论，以A公司为实证研究对象，构建符合该企业现状的薪酬体系，为我国民营企业的薪酬设计提供参考和借鉴，促进我国民营企业人才竞争优势的提升。关键词民营企业薪酬设计薪酬体系宽带薪酬AbstractIIAbstractInthemodernmarketeconomy,privateenterprisesisnotonlythemainbodyofmarketeconomy,thesourceofthemarketeconomicvitality.Afterthereformandopeningup,privateenterprisesinChinagetrapiddevelopment.Thesteadyeconomicgrowth,relieveemploymentpressure,improvetheresidents'incomeandpromotetechnologicalprogressareplayinganincreasinglyimportantrole,andevenourcountryenterprisereferenceandrelyingonthereformanddevelopment.However,manyenterprisesareofteninaweakpositioninthecompetition,andhavemanyproblemsinthemanagement.Thecurrententerprisecorecompetitionistalentedperson'scompetition,thenestablishedtoattracttalent,motivatetalentandretaintalentincentivemechanismthatisveryimportantforenterprise.Tobuildthismechanismimportantwayistosetupreasonablesalarymanagementsystem,itisnotonlyrelatedtotheinterestsoftheenterprisestaff,butalsoakeytoimproveenterprisecompetitiveness.Firstpartofthispaperisdividedintofiveparts:first,putforwardinthispaper,theresearchbackground,purpose,mainideas,theinnovationpointsandresearchmethods;Thesecondpartistheconnotationofcompensationmanagement,salarymanagementrelatedtheory,madeAbriefoverviewofcompensationsystemdesign,thethirdpartisAcompany'sbasicsituationandtheproblemsofsalarymanagementareexpounded,andanalysis;ThefourthpartisaimedattheproblemsputforwardAcompanycompensationsystemdesignprincipleandstructuredesign,systemdesignandspecificsalarydesign;Thelastpartistheparticularcaseaccordingtothesalarymanagementsystemdesignschemeneedmeasuresareputforward.Inthispaper,byadoptingthecombinationoftheoreticalresearchandempiricalresearchmethods,onconsultingAlargeamountofcompensationmanagementathomeandabroad,onthebasisofrelevanttheoriesandtherelatedliteraturematerial,withAcompanyasobjectofempiricalstudy,designAsetofaccordwiththepresentstateofdevelopmentoftheenterpriseAbstractIIIpaypackage,inthehopeofprovidingAreferenceforthesmallandmedium-sizedprivateenterprisessalarydesign,andinprivateenterprisesalarymanagementmodeltodosomebeneficialdiscussion.Keywordssmallandmedium-sizedprivateenterprisesCompensationsystemCompensationdesignBroadbandsalary目录IV目录第1章绪论·····························································································································11.1研究背景······················································································································11.2研究的目的··················································································································21.3研究的主要思路··········································································································21.4论文的创新点与研究方法····························································································2第2章薪酬管理的基本理论·································································································32.1薪酬管理的内涵··········································································································32.1.1薪酬的概念与基本形式·························································································32.1.2薪酬的影响因素·····································································································42.1.3薪酬管理的概念和具体内涵···················································································72.1.4薪酬管理的作用·····································································································72.2薪酬管理相关理论······································································································82.2.1亚当斯密的工资理论·····························································································82.2.2人力资本理论·········································································································92.2.3激励理论·················································································································92.2.4宽带薪酬······················