【正文】 摘要 在當今中國，隨著市場經(jīng)濟的逐步成熟，各個企業(yè)間的競爭也是越來越激烈，在這場搶奪產(chǎn)品 市場的競爭中， 人才市場方面即 人力資源方面的爭奪起到了至關重要的作用， 因為，一旦公司 擁有了人力資源方面的優(yōu)勢，就可以將之轉(zhuǎn)化為技術、管理等等各個方面的優(yōu)勢，從而也就在企業(yè)間的較量中占到了上風。因此各個企業(yè)在人力資源的競爭中也都不遺余力，而在人力資源范疇內(nèi)，薪酬制度是對人才的流向影響最大的因素，因為不論員工是流到其他的企業(yè)，還是留在現(xiàn)在的企業(yè)，考慮的最多、影響最大的因素就是薪酬。 隨著中國經(jīng)濟的發(fā)展，由于中國國內(nèi)巨大的市場及 其低廉的勞動力成本，越來越多的國外企業(yè)來到中國成立合資公司，對這些企業(yè)來講，人力資源同樣是企業(yè)取得優(yōu)良績效的保障，因此合資公司在薪酬制度的建立上，也需要考慮細致周全，建立起合格的薪酬制度，方能為企業(yè)的運營起到正面的推動作用。 本文將對一家出現(xiàn)嚴重人才流失問題的合資企業(yè) —— 帝斯曼南京東方化工有限公司 —— 的薪酬制度進行分析，找出其在薪酬制度的建立過程中出現(xiàn)的問題，分析其癥結所在，指出應如何整治，并最終指出合資公司的薪酬制度設計中應注意的事項。 全文共分四章，主要從兩個方面理論結合實踐地分析了帝斯曼南京東方化工有 限公司薪酬制度的問題。 第一章簡要介紹了薪酬制度設計中的一般理論，其中主要闡述了薪酬及薪酬制度的相關理論、薪酬制度設計時應遵守的原則。 第二章起筆者將會分析帝斯曼南京東方化工有限公司的薪酬制度的問題。本章中，首先對帝斯曼南京東方化工有限公司合資后的薪酬制度作出了介紹，然后主要分析合資企業(yè)的薪酬制度中存在的一些問題，并通過對薪酬制度的基本設計流程的介紹，分析帝斯曼南京東方化工有限公司的薪酬制度設計流程中出問題的環(huán)節(jié)。 第三章先對薪酬的行業(yè)競爭力理論作出了介紹，提出薪酬的行業(yè)競爭力的重要性。并指出帝斯曼南京東方 化工有限公司缺乏行業(yè)競爭力的薪酬制度是導致人才流失的重要原因，最后介紹薪酬制度的設計中提升行業(yè)競爭力的工具和方法。 第四章首先闡明了精英員工的特點，得出精英員工對公司的重要性，然后再提出帝斯曼南京東方化工有限公司對精英員工的不重視同樣導致了人才的流失。 最后指出了在對于精英員工的薪酬設計中應該注意的事項 針對上述三章中提到的問題，筆者都在各自章結尾給出了改進建議。希望這篇文章同時可以對其他的合資企業(yè)的薪酬制度建立起到借鑒作用。 關鍵詞：薪酬制度，競爭力，精英員工 ，帝斯曼南京東方化工有限公司 Abstract Nowadays in China, the market economy is growing more and more mature, and the petition among the corporations is growing more and more intense. In this intense petition, human resource is one of the most important aspects. The advantage of human resource can bring corporation the advantage of other aspects, such as technique, management, etc. And the corporation which has the advantage of human resource could win this petition at last. So each corporation tries its best to obtain the advantage of human resource. In the theories of human resource, the salary system affects the employees the most. Because when an employee makes a decision of staying in the corporation which he/she now works in or leaving the corporation, salary is the most important aspect he/she cares about. With the development of the economy in China, more and more overseas corporations e to China to build the plants because of the giant market and the low cost of the labor force in China. The human resource is also the guarantee for the success of the corporation in China. So the joint venture also needs to take care of the salary system in order to make a fine one which could help the corporation to succeed. In this paper, I will discuss a joint venture named DNCC which has a problem of greatly losing its employees. I will analyze the salary system of DNCC, find out where its problems of the salary system are and give the solution of the problems. At last, I will point out the items which should be cared about in the salary system?s design of the joint venture. There are four chapters in this article, and I will analyze the problems in the DNCC?s salary system mainly in two aspects. In the first chapter, the mon theories in the design of the salary system will be introduced, which include the correlative theories of the salary and the salary system, the principles which should be obeyed in the design of the salary system. I will analyze the problems in the salary system of DNCC from the second chapter. In the second chapter, at first I will introduce the salary system of DNCC after jointing, and then analyze the problems occur in the salary system. After introducing the basic procedure of the salary system?s design, I will point out the sectors in which the problems in the design procedure of the DNCC?s salary system occur. In the third chapter, the petence in the trade of the salary system will be introduced, and then the importance of the petence in the trade will be emphasized. After analyzing, I will point out that the lack of petence of the DNCC?s salary is the important reason which makes the employees go away. At last, I will introduce some methods which could improve the petence of the salary system in the design. In the fourth chapter, I will clarify the difference between the elite employee and the mon employee and how important the elite employee is to the corporation. Then a conclusion that the ignorance to the elite employee of DNCC makes the elite employee go away will be drawn. At last I will point out the items which should be cared about in the design of the salary system. According to the problems mentioned in the last three chapters, I give the advice of improving at the end of the chapters. I also wish this paper could help other joint ventures to make a fine salary system. Key words: salary system, petence, elite employee， DNCC 目 錄 引 言 ...................................................................................................................................1 第一章 薪酬制度一般分析 ....................................................................................................2 第一節(jié) 薪酬理論概述 ....................................................................................................2 第二節(jié) 薪酬制度概述 ....................................................................................................7 第三節(jié) 薪酬設計的原則 .............................................................................................. 11 第二章 帝斯曼南京東方化工有限公司薪酬 制度 的問題 ........................................................ 13 第一節(jié) 帝斯曼南京東方化工有限公司薪酬制度 ........................................................... 13 第二節(jié) 諾基亞中國公司薪酬制度 ................................................................................ 15 第三節(jié) 帝斯曼南京東方化工有限公司薪酬制度問題初步分析 ...................................... 16 第四節(jié) 薪酬設計流程中應注意事項 ............................................................................. 17 第三章 帝斯曼南京東方化工有限公司的行業(yè)競爭力 ........................................................... 22 第一節(jié) 薪酬的行業(yè)競爭力 ........................................................................................... 22 第二節(jié) 具有行業(yè)競爭力的諾基亞中國公司薪酬制度 ............................