【正文】 制度的相關(guān)理論、薪酬制度設(shè)計(jì)時(shí)應(yīng)遵守的原則。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(dǎo)致人才流失的重要原因，最后介紹薪酬制度的設(shè)計(jì)中提升行業(yè)競爭力的工具和方法。 關(guān)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(shè)計(jì)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(shè)計(jì)流程中應(yīng)注意事項(xiàng) ............................................................................. 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 .................................................... 26 第三節(jié) 帝斯曼南京東方化工有限公司薪酬缺乏行業(yè)競爭力的分析 ............................... 27 第四節(jié) 薪酬設(shè)計(jì) 中關(guān)于行業(yè)競爭力的注意事項(xiàng) ........................................................... 28 第四章 帝斯曼南京東方化工有限公司精英員工薪酬 ........................................................... 32 第一節(jié) 精英員工薪酬重要性 ....................................................................................... 32 第二節(jié) 重視精英員工的諾基亞中國公司薪酬制度 ........................................................ 35 第三節(jié) 帝斯曼南京東方化工有限公司精英員工流失分析 ............................................. 36 第四節(jié) 精英員工薪酬設(shè)計(jì)注意事項(xiàng) ............................................................................. 37 參考文獻(xiàn) .............................................................................................................................. 40 引 言 在現(xiàn)代企業(yè)人力資源管理中，薪酬管理歷來被認(rèn)為是一項(xiàng)最困難、最敏感、政策性最強(qiáng)的工作，這不僅因?yàn)閯趧?dòng)報(bào)酬 和 福利待遇是企業(yè)員工從事勞動(dòng)的物質(zhì)利益前提。反之