【正文】 ified personnel petition of the enterprise. The thesis at first sets forth the different implications of the wage concept, generally talks about the wage theory, analyses the differences between the recent wage theory and the traditional wage theory. Then the paper investigates the recent human resource situation of the A hotel, analyses and diagnoses the problems in the past wage management. The paper proves the necessity and feasibility of the wage system of the A hotel. Finally the author further introduces the design process of the A hotel wage system and how to put it into effect based on the learned theory knowledge and the actual conditions of the hotel. The thesis includes six parts. Firstly it introduces the research background and mean in A hotel, summaries of the relative theories, research thinking and methods. Secondly it generally talks about the wage basic theory and the overall wage system theory. Thirdly it analyses and diagnoses the actual conditions of the A hotel management. Fourthly it designs the overall wage system and put forward the design plan of the overall wage system of the A hotel according to the author’s knowledge of human resource management. Fifthly it enquires into the design of the wage system and introduces how to carry out the guarantee measures. At last it sums up the research of the paper and raises the further directions of the research. Key words ： hotel the wage system management pay 引 言 未來十年，中國旅游行業(yè)將持續(xù)高速發(fā)展，國內(nèi)外經(jīng)營環(huán)境的逐步改善和行業(yè)規(guī)模的不斷擴(kuò)大，將帶來巨大的就業(yè)空間 。二十一世紀(jì)的企業(yè)員工在價值觀、工作生活質(zhì)量等方面呈現(xiàn)出多元化需求的趨勢，針對員工的多元化需求，企業(yè)應(yīng)當(dāng)改變過去以組織需求為重點的薪酬模式，建立滿足員工需求的全面薪酬體系，全面薪酬體系的優(yōu)勢能夠有效的提升員工的薪酬滿足感，從而增強(qiáng)企業(yè)的人才競爭力。 學(xué)位論文作者（簽名）： 年 月 日 目 錄 中文摘要 ........................................................................................................................ 5 英文摘要 ........................................................................................................................ 6 引言 ................................................................................................................................ 8 1 緒論 ............................................................................................................................. 9 ................................................................................................................. 9 ................................................................................................11 ....................................................................................................... 12 ....................................................................................... 14 2 理論綜述 ................................................................................................................... 15 ....................................................................................................... 15 ......................................... 15 薪酬的功能 ................................................... 17 薪酬管理理論研究 ............................................. 18 中國薪酬制度的演變歷史 ....................................... 23 薪酬管理的發(fā)展趨勢 ........................................... 27 全面薪酬理論概述 ............................................... 28 全面薪酬的涵義 ............................................... 28 傳統(tǒng)薪酬與全面薪酬的比較 ..................................... 29 3A 飯店薪酬管理現(xiàn)狀分析 ............................................ 30 飯店概況 ...................................................... 31 飯店基本情況簡介 ............................................ 31 飯店組織結(jié)構(gòu) ................................................ 31 飯店人力資源狀況 ............................................ 32 飯店現(xiàn)行薪酬制度 ............................................ 33 飯店薪酬制度現(xiàn)狀分析 .......................................... 35 薪酬滿意度調(diào)查 ............................................... 35 現(xiàn)行薪酬制度問題診斷 ......................................... 41 4A 飯店薪酬體系設(shè)計方案 ............................................ 43 ............................................... 43 薪酬設(shè)計符合戰(zhàn)略和個性化要求 ................................. 43 公平性原則 ................................................... 43 激勵原則 ..................................................... 43 員工參與原則 ................................................. 44 薪酬設(shè)計步驟 ................................................... 44 確定薪酬戰(zhàn)略 ................................................. 44 工作分析與崗位評價 ........................................... 45 薪酬調(diào)查與分析 ............................................... 52 薪酬結(jié) 構(gòu)設(shè)計 ................................................. 54 薪酬體系的管理 ............................................... 57 飯店全面薪酬體系設(shè)計方案 ...................................... 57 經(jīng)濟(jì)性報酬 ................................................... 58 非經(jīng)濟(jì)性報酬 ................................................. 68 5 實施全面薪酬體系的保障 ........................................... 75 ....................................................... 75 ........................................... 75 ....................................................... 75 ................................................... 75 度的透明度 ........................................... 76 ............................................... 76 ....................................... 77 6 結(jié)論 ............................................................. 78 參考文獻(xiàn) ........................................................... 79 中 文 摘 要 隨著社會經(jīng)濟(jì)的發(fā)展，旅游業(yè)已經(jīng)成為全世界發(fā)展最快、規(guī)模最大的產(chǎn)業(yè)之一。我國在擴(kuò)大內(nèi)需、消費升級和全民收入不斷增長的形式下，旅游產(chǎn)業(yè)發(fā)展已 經(jīng)進(jìn)入黃金時期，根據(jù)經(jīng)濟(jì)發(fā)展戰(zhàn)略，旅游業(yè)將逐步成為國民經(jīng)濟(jì)支柱性產(chǎn)業(yè)。 本文首先闡述了薪酬概念的不同涵義，對薪酬理論進(jìn)行了綜合概述，分析了全面薪酬理論與傳統(tǒng)薪酬理論的差異。 然而，在當(dāng)前的旅游盛況之下，與其他行業(yè)相比，旅游業(yè)員工的薪酬水平卻普遍偏低，基層員工的薪酬更是沒有競 爭力，近年來員工流失率居高不下，只能吸引學(xué)歷低、沒有專業(yè)技能的年輕人和下崗工人，旅游業(yè)出現(xiàn)人才嚴(yán)重匱乏。企業(yè)在長期發(fā)展過程中不斷摸索適合自身發(fā)