【正文】 I NL 公司薪酬體系再設(shè)計(jì) 中文摘要 薪酬管理是企業(yè)人力資源管理工作的重點(diǎn)，薪酬體系設(shè)計(jì)則是整個(gè)薪酬管理基礎(chǔ)。由于薪酬一直是一個(gè)敏感的話題，它不僅涉及到員工的切身利益，還牽動(dòng)著企業(yè)的運(yùn)營效率，因此，如何科學(xué)、規(guī)范地進(jìn)行薪酬體系的設(shè)計(jì)，使企業(yè)能夠在瞬息萬變的環(huán)境中得以生存和發(fā)展對(duì)于企業(yè)來說非常重要。 本文主要針對(duì)具有典型意義的大型國有企業(yè) NL 公司在快速發(fā)展過程中所出現(xiàn)的薪酬管理問題，分析研究如何進(jìn)行以薪酬體系再設(shè)計(jì)及改進(jìn)為重點(diǎn)的薪酬管理系統(tǒng)重構(gòu)，為國有企業(yè)薪酬體系設(shè)計(jì)及研究提供實(shí)例。 本文共分三大部分 :導(dǎo)論、正文 和結(jié)論。 導(dǎo)論介紹本課題的選題背景和意義，研究思路，研究方法以及 研究目標(biāo) 和論文框架。 正文部分包括第二章薪酬體系的發(fā)展和研究現(xiàn)狀、第三章 NL 公司薪酬體系的發(fā)展歷史和存在的問題、第四章 NL 公司薪酬體系再設(shè)計(jì)、第五章新薪酬體系的實(shí)施和保障。其中第四章是本文的重點(diǎn)和創(chuàng)新點(diǎn)所在， 在這一章中本文 提出了薪點(diǎn)價(jià)值這一概念，并應(yīng)用于基本工資設(shè)計(jì)；在設(shè)計(jì)績效工資時(shí)，綜合運(yùn)用平衡記分法和關(guān)鍵績效指標(biāo)法、采取分層次的方法來構(gòu)建企業(yè)、企業(yè)內(nèi)各部門及員工績效考核指標(biāo)體系。 結(jié)論部分是第 六 章，對(duì)全文進(jìn)行了簡要概述并總結(jié)。 關(guān)鍵詞 ：薪 酬體系 薪酬設(shè)計(jì) 薪點(diǎn)價(jià)值 績效考核指標(biāo)體系 II Company NL to design and pensation system Abstract Salary management, human resources management is the key, the salary system design is the salary management foundation. Due to the pensation is a sensitive topic, it is not only related to the employees39。 vital interests, also can affect the enterprise39。s operation efficiency, therefore, how scientific and normative pensation system for the design, make the enterprise can be in fastchanging environment for enterprise survival and development is very important. This thesis, based on A typical significance of large stateowned enterprise pany NL rapid development in the process of the salary management, analyzes the problems on how to design and pensation system for improving the salary management system, the pensation system for stateowned enterprises provide design and examples. The thesis has three most: introduction, body, and conclusion. This introduction introduces the introduction to choose a background and meaning, research methods and research, research target and the thesis framework. The second chapter includes text pensation system development and the present research, the third chapter litton precision pensation system of NL pany development history and the existing problems, and the fourth chapter litton precision pensation system design, the pany to chapter 5 new salary system implementation and security. This is the fourth chapter of the key and innovation, In this chapter in this thesis puts forward the concept of a paid point value, and applies the basic salary design, In the design performance, prehensively balanced scoring method and key performance indicators, adopt hierarchical method to construct the enterprise, the enterprise internal departments and performance evaluation indicator system. The conclusion is full of chapter 6, briefly introduced and summarized. Keyword: Salary System。 Salary Design。 Salary value ；Performance evaluation indicator system III 目 錄 第一章 導(dǎo) 論 ............................................................................................................. 1 研究背景 ............................................................................................................ 1 研究意義 ............................................................................................................ 1 本文的主要研究內(nèi)容 ........................................................................................... 2 研究方法 ............................................................................................................ 2 研究目標(biāo)和論文框架 ........................................................................................... 2 第二章 薪酬體系的發(fā)展和研究現(xiàn)狀 ............................................................................... 4 薪酬概論 ............................................................................................................ 4 薪酬及其構(gòu)成 ............................................................................................ 4 薪酬的功能 ............................................................................................... 5 與薪酬相關(guān)的激勵(lì)理論 [5] ..................................................................................... 6 需要層次理論 ............................................................................................ 7 公平理論 ................................................................................................... 7 期望理論 ................................................................................................... 8 雙因素理論 ............................................................................................... 8 國外薪酬管理的研究現(xiàn)狀 [6] ................................................................................. 9 早期主流學(xué)派 :代理理論對(duì)報(bào)酬與業(yè)績敏感性的研究 ................................. 10 多元化進(jìn)展 :其他學(xué)派對(duì)報(bào)酬的解釋 ......................................................... 10 國內(nèi)薪酬體系的發(fā)展及研究現(xiàn)狀 ....................................................................... 14 我國薪酬體系的發(fā)展歷程 ........................................................................ 14 國內(nèi)薪酬管理的研究現(xiàn)狀 ........................................................................ 16 薪酬策略 [23]....................................................................................................... 17 市場領(lǐng)先策略 .......................................................................................... 17 市場跟隨策略 .......................................................................................... 18 成本導(dǎo)向策略 .......................................................................................... 18 混合薪酬戰(zhàn)略 .......................................................................................... 18 第三章 NL公司薪酬體系的發(fā)展歷史及存在的問題 ......................................................... 19 公司概況 .......................................................................................................... 19 公司人力資源概況 ............................................................................................ 20 人力資源存量 .......................................................................................... 20 人力資源結(jié)構(gòu) .......................................................................................... 20 公司的 SWOT 分析 ................