【正文】 om the conversion mode to the two aspects of security measures conversion introduces transition to the new pensation system of W Corporation, and describes the effect of pensation system in W pany. That the establishment of the pensation system of W pany to enhance the W internal cohesion, the fairness of the pensation system in W pany, stimulate the work enthusiasm, manifests the enterprise development strategy, improve the management level of W pany.Keywords: Salary System。 (3) the lack of incentive mechanism。s pensation satisfaction questionnaire, found that W pany most employees are not satisfied with the current salary system, think that the current salary system exists many unfair elements. At the same time, this study investigated the W staff pay attention to the different factors of salary system, so as to establish a new pensation system of W pany on the basis of. In carries on the analysis to the pensation system of W pany, W pany pensation system the main defects in the following four aspects: (1) not from a strategic height to establish pensation system。s benefit. In view of this situation, W pany decided to design and establish a scientific and reasonable, accord with W specific panies pay system. This attempt not only has practical significance to W pany, the same in the development of other enterprises in China also has very important reference and theoretical significance.In the first part, starting from the research background, firstly introduces the significance of salary system in modern enterprises, and the typical features of W pany39。認(rèn)為W公司薪酬體系的建立增強(qiáng)了W公司內(nèi)部凝聚力，體現(xiàn)W公司薪酬體系的公平性，激發(fā)工作熱情、體現(xiàn)企業(yè)發(fā)展戰(zhàn)略，提高了W公司的管理水平。最后以崗位劃分為基準(zhǔn)建立了W公司的薪酬體系。明確建立薪酬體系的目的，認(rèn)為建立W公司薪酬體系是為了規(guī)范W公司的薪酬體系管理制度、將W公司的薪酬體系與發(fā)展戰(zhàn)略緊密結(jié)合、強(qiáng)調(diào)薪酬體系的外部性質(zhì)。第四章對(duì)W公司薪酬體系進(jìn)行了構(gòu)建。最后分析了影響薪酬水平的因素。首先確定了薪酬的概念并從員工角度和企業(yè)角度介紹了薪酬體系的功能。并深入挖掘分析了造成這些問題的原因，認(rèn)為W公司之所以出現(xiàn)這些問題主要是因?yàn)槠髽I(yè)歷史原因、戰(zhàn)略認(rèn)識(shí)出現(xiàn)偏差、企業(yè)組織結(jié)構(gòu)不夠完備造成等因素的。同時(shí)，本研究調(diào)查了W公司員工對(duì)薪酬體系中不同因素的關(guān)注程度，以此作為建立W公司新的薪酬體系的依據(jù)。第二章主要從薪酬結(jié)構(gòu)比例和崗位工資體系兩個(gè)方面介紹了W公司薪酬體系的現(xiàn)狀。這種嘗試不但對(duì)W公司來說具有現(xiàn)實(shí)意義，對(duì)同樣處于發(fā)展中的我國其他企業(yè)也具有非常重要的借鑒和理論意義。W公司是南京市一家擁有上百人的中小型IT培訓(xùn)企業(yè)，在近些年中刪除企業(yè)發(fā)展迅速，但是企業(yè)內(nèi)部人才員工對(duì)薪酬制度的不滿造成了大量的人才流失，同時(shí)企業(yè)內(nèi)部人員對(duì)薪酬滿意程度較低，嚴(yán)重影響了W公司的員工生產(chǎn)積極性效益。對(duì)于企業(yè)來說，科學(xué)有效的薪酬體系不但能夠有效的激發(fā)所轄員工工作的積極性和主動(dòng)性，促進(jìn)員工更努力的工作，提高企業(yè)的工作效率，最終提高企業(yè)競(jìng)爭(zhēng)能力，而且能夠在激烈的競(jìng)爭(zhēng)環(huán)境下吸引和保留住人才，實(shí)現(xiàn)企業(yè)的人才發(fā)展戰(zhàn)略。W公司薪酬體系設(shè)計(jì)研究56 / 65摘 要薪酬是企業(yè)人力資源管理和勞動(dòng)力市場(chǎng)的核心問題之一。薪酬涉及到勞動(dòng)者、企業(yè)、社會(huì)和政府等諸多方面。近年來，電子產(chǎn)業(yè)得到迅猛的發(fā)展，隨之而來的是IT培訓(xùn)行業(yè)的方興未艾。針對(duì)這一現(xiàn)狀，W公司決定設(shè)計(jì)和建立一套科學(xué)合理的，符合W公司具體情況的薪酬體系。本文的第一部分從研究背景出發(fā)，首先介紹了薪酬體系在現(xiàn)代企業(yè)中的重要意義，并對(duì)具有典型特點(diǎn)的W公司的薪酬概括體系進(jìn)行了簡(jiǎn)介，同時(shí)對(duì)國內(nèi)外薪酬體系的發(fā)展過程和對(duì)薪酬體系研究的情況基本脈絡(luò)進(jìn)行了闡述。設(shè)計(jì)了一套針對(duì)W公司的薪酬滿意度調(diào)查問卷，發(fā)現(xiàn)W公司大多數(shù)員工對(duì)現(xiàn)行薪酬體系并不滿意，認(rèn)為現(xiàn)行薪酬制度存在諸多不公平的元素。在對(duì)W公司薪酬體系進(jìn)行分析后，認(rèn)為W公司的薪酬體系主要存在以下四個(gè)方面的缺陷：（1）未從戰(zhàn)略高度建立薪酬體系；（2）薪酬結(jié)構(gòu)不合理；（3）薪酬體系缺乏激勵(lì)機(jī)制；（4）薪酬體系缺乏內(nèi)部支撐。本文的第三章對(duì)薪酬體系的相關(guān)理論進(jìn)行了闡述。其次介紹了薪酬體系的設(shè)計(jì)原理，包括崗位劃分原理、績(jī)效劃分原理、能力劃分原理和技能劃分原理。包括企業(yè)內(nèi)部因素、企業(yè)外部因素和員工個(gè)人因素。首先確定了構(gòu)建W公司薪酬體系的原則，認(rèn)為在構(gòu)建W公司薪酬體系的時(shí)候要注意從薪酬體系結(jié)構(gòu)入手，建立以基本工資、效益工資和崗位工資為主體的薪酬主要?jiǎng)h除結(jié)構(gòu)。并從公正性、激勵(lì)性、成本合理性、發(fā)展戰(zhàn)略性這四方面強(qiáng)調(diào)了構(gòu)建W公司薪酬體系的原則。結(jié)構(gòu)上作一些調(diào)整本文的最后從轉(zhuǎn)換模式到轉(zhuǎn)換的保障措施兩個(gè)方面介紹了W公司新舊薪酬體系的轉(zhuǎn)換，并介紹了W公司薪酬體系取得的效果。關(guān)鍵詞：薪酬體系；優(yōu)化設(shè)計(jì)；薪酬管理AbstractCompensation is one of the core issues of enterprise human resource management and labor market. The pensation involves many aspects of workers, enterprises, society and government. To the enterprise, the enthusiasm and initiative of scientific and effective pensation system not only can stimulate its employees to work effectively, promotes the staff to work harder, improve the efficiency of enterprises, and ultimately improve the petitiveness of enterprises, but also can attract and retain talent in the fierce petitive environment, the realization of enterprise talent development strategy.In recent years, the electronic industry have a rapid development, the attendant is be just unfolding IT training industry. W pany is a Nanjing with hundreds of small and medium enterprises in the development of IT training, enterprise quickly in recent years, but the internal talent dissatisfaction with salary system has caused a lot of talent loss, while the internal staff on pay satisfaction degree is low, serious impact on the W pany39。s pensation sum are introduced, and the development process of domestic and international pensation system and the pensation system of the research were described.The second chapter mainly from the two aspects of the salary structure and salary system and introduces the present situation of the pensation system of W pany. Design a set of W pany39。 (2) the salary structure unreasonable salary system。 (4) the lack of salary system internal support. Delving into the causes of these problems, that the W pany is the emergence of these problems mainly because of historical reasons, the enterprise strategic understanding deviation, the organizational structure of enterprises is not perfect cause.This paper expounds the third chapter related theory of salary system. First determine the pensation concept and from employees and business point of view the salary system function. Secondly, the design principle of the pensation system, including job division theory, division theory, performance ability division theory and skills division principle. Finally, analyzed the factors that influence the pensation level. Include internal factors, external factors and personal factors.The fourth chapter is the construction of the salary system of W pany. First determine the pensation system of W pany principle, that when constructing the salary system of W pany should pay attention to start from the salary structure, establish pensation structure to wage base salary, benefit salary and position as the main body. Clearly establish pensation system, establish the pensation system of W pany is in order to standardize the salary system of W pany management system, the salary system and the development strategy of W pany bining external nature, emphasizes the pensation system. And the fairness, incentive, reasonable cost, develop the strategic aspects of these four stresses that the construction of the principle of pensation system in W pany. The post is d