导　　师： 顾文静

学科专业： 1251

授予学位： 硕士

作　　者： ;

机构地区： 广东财经大学

摘　　要： 一直以来,国有企业肩负着国有资产保值和不断增值的历史重任,其发展动力就是善于留住人才、吸引人才。但在计划经济的影响之下，国有企业的薪酬体系激励性远不如外企、民企的效果好，对人才队伍的组建和成长产生一系列的不良影响。本文以国有企业JH公司为例,着重分析其薪酬体系中影响薪酬激励性的相关因素,并设计了一套薪酬满意度问卷,通过问卷调查法、访谈法针对该企业现行的薪酬体系对员工的满意度进行测试。调研结果表明,该企业的薪酬体系在内部公平、个人公平、晋升期望及绩效关联等方面存在激励性不足,故在此基础上,本人根据宽带薪酬结构理念，通过岗位评价、要素计点法对该企业的薪酬体系进行了再设计,并通过平衡计分卡和关键绩效指标法（KPI）优化其绩效考核体系。本文通过对案例的调研、分析和重新设计,希望为国有企业的薪酬激励机制研究这一课题提供一些有价值的鲜活资料。 For a long time, state-owned enterprises, which shoulder the responsibility of maintaining theoriginal value of the state-owned assets and its increment, develop flourishingly as they can retainand attract talents. However, under the influence of planned economy, the incentive effect ofsalary mechanism in SOE is weaker than that in private enterprises and foreign corporations,which has a series of adverse effects on the formation and growth of talents. This thesis takes JHCompany, a typical state-owned enterprise as an example, analyzes related factors that affectincentives in salary mechanism by designing a set of salary satisfaction questionnaires and testingemployees’ satisfaction of the existing salary mechanism through questionnaire method andinterview method. According to the research result, the enterprise salary mechanism hasdeficiencies in internal equity, fairness, personal promotion expectation and performance. Inillusion to these problems, the author redesigns the salary system of the enterprise through jobevaluation, point-factor method and improves its performance appraisal system through balancedscorecard and key performance indicators /(KPI/).In this paper, through the investigation, the case analysis and redesign, some fresh data areexpected to be useful to reference to the study on state-owned enterprises incentive mechanism.

关 键 词： 公司 薪酬激励 薪酬满意度 薪酬策略

分 类 号： [F272.92 F276.1]

领　　域： [经济管理] [经济管理] [经济管理] [经济管理]