【正文】 個轉(zhuǎn)型中的國有企業(yè)，本次實施的薪酬改革也可以看作是轉(zhuǎn)型中的國有企業(yè)的在薪酬管理方面的探索。關(guān)鍵詞：薪酬、薪酬方案、績效管理、激勵I(lǐng)II / 123ABSTRACTCompensation is a very plicated social economic is not only related to personal interest,but also refers to the whole anization and the whole nation’s economic ,more than one centuries,pensation problem is always the hot problem which economic academe and managerial academe ,pensation management has bee a very important part of modern Human Resource employees’ mind, pensation is not only their payment to is also on behalf of employees’ value,the recognition of enterprises to their employees along with employees’ power,characteristics and , pensation is not only the cash fact it has bee a plicated motivation method in the pany’s motivation system,including success motivation and position and reasonable pensation programme can blaze the employees’ strong working desire and be one of the main drive of emplyees’ fully devotion to their ,pensation is not only the simple recognition and rewards to the employees’ has been a powerful pushing facility of the pany’s strategy and value all,establishing a winwin and highsatisfaction pensation programme is the original intention of a pany which begin to design the pensation programme.How to design and establish the suitable pensation programme,how to bine the pany’s strategy with the pensation programme,how to make pensation be the motivation factor?These are all the problems that the pensation managers need to thesis will base on these it will introduce some useful pensation theories,and then depending on the experience of establishing new pensation programme for GW Project Company,this thesis will carefully analyzes the choices of pensation factors,the choices of pensation programmes and the choices of actualization facilities and this thesis,it gives a fullscale description of the pensation reform course and the new pensation programme of GW Project Company ,hoping that it will provide some useful explorations for the other enterprises.GW Project Company is a transitional stateowned pensation reform can be considered as the useful exploration of transitional stateowned enterprise in Compensation fortunately took part in the whole course of GW Project Company’s V / 123Compensation Reform and the designation of the pensation on the practical experiences,I wrote this thesis,trying to do some theoretical and practical research work on this kind of panys’ pensation reform.Key words：Compensation, Compensation Programme, Performance Management, Motivation目 錄第一章 概 述 ......................................................................................1 工程公司簡介 ..........................................................................1 研究的基本思路和文章的結(jié)構(gòu)體系 .............................................4第二章 薪酬設(shè)計理論綜述 ....................................................................6 薪酬含義的界定 .............................................................................6 薪酬的定義 ............................................................................6 薪酬的構(gòu)成 ............................................................................6 薪酬的功能 ............................................................................8 薪酬設(shè)計的基礎(chǔ)理論 .....................................................................9 分享經(jīng)濟理論 ......................................................................10 整體薪酬理論 ......................................................................10 薪酬公平理論 ......................................................................11 薪酬激勵理論 ......................................................................11 薪酬方案的分類 ...........................................................................14 薪酬方案的選擇 ...........................................................................16 薪酬設(shè)計的流程 ...........................................................................16第三章 GW 工程公司人力資源、薪酬管理現(xiàn)狀與問題分析 ........18VII / 123 GW 工程公司人力資源管理現(xiàn)狀 ................................................18 GW 工程公司人力資源管理存在的問題 ....................................19 GW 工程公司薪酬管理現(xiàn)狀 ........................................................20 GW 工程公司薪酬管理問題分析 ................................................22第四章 GW 工程公司薪酬改革方案設(shè)計 ...........................................25 薪酬水平分析 ...............................................................................25 績效考核 —— 薪酬方案實施的重要支撐配套體系 ................27 現(xiàn)行績效考核制度問題綜述 ..............................................27 績效考核制度方法設(shè)計的基本思路 ..................................29 新績效考核制度的基本特點 ..............................................29 崗位測評 —— 薪酬等級制定的依據(jù) ........................................31 選擇合理的薪酬結(jié)構(gòu) ...................................................................33 公司員工—— 崗位技能工資制 ..........................................33 公司中層管理人員—— 年薪制 ..........................................38 自助式福利設(shè)計 ..................................................................43第五章 結(jié) 論 ....................................................................................46附 錄 ....................................................................................................48參考文獻(xiàn) ................................................................................................62后 記 ................................................................................................641 / 123第一章 概 述近年來 ， 3PO 模 型 在 人 力 資 源 管 理 中 非 常 流 行 ， 所 謂 3PO模 型 ， 實 際 上 就 是 工 作 職 位 分 析 （ Position Analysis） 、 薪 酬 管 理（ Payments Management） 、 績 效 管 理 （ Performance Management） 這 3 個 P 應(yīng) 當(dāng) 服 務(wù) 于 一 個 Oobjective（ 組 織 的 目 標(biāo) ）。 3P 中 ，又 以 薪 酬 管 理 最 為 重 要 。 反 之 ， 不 合 理的 薪 酬 制 度 及 管 理 方 式 對 于 企 業(yè) 的 影 響 則 是 致 命 的 。本文以薪酬及薪酬理論為切入點，通過對薪酬理論的研究和探討，探索薪酬管理的一般規(guī)律。在薪酬設(shè)計的過程中重點把握 3PO 模型中的主要因素，進行全面的薪酬設(shè)計。 工程公司簡介GW 工程公司系其所在集團公司相對控股的二級施工企業(yè)，下設(shè)建筑工程公司、市政工程公司、航務(wù)工程公司、供水公司、機械運輸公司、沉箱預(yù)制廠等六個基層公司。公司成立至今，各項經(jīng)濟技術(shù)指標(biāo)逐年