【作者】 李发彬；

【导师】 孙泽厚；

【作者基本信息】 武汉理工大学 ， 管理科学与工程， 2003， 硕士

【摘要】 薪酬管理是企业人力资源管理的核心内容。合理有效的薪酬体系不但能有效激发员工的积极性与主动性，促进员工努力实现组织目标，提高组织的效益，而且能在人才竞争日益激烈的知识经济下吸引和保留住一支素质良好且有竞争力的员工队伍。目前，国有企业面临着诸如薪酬制度和结构不合理、平均主义严重、薪酬体系缺乏调整、对战略性员工激励乏力、长期激励不足等问题。本文旨在分析这些问题，运用经济学与管理学的有关原理，进行合理的薪酬设计，以期待国有企业薪酬管理进入良性循环。 各章内容如下： 第1章全面分析了当前国企薪酬管理中存在的一系列问题，从而指出了本论文研究的意义与有待解决的问题，并简要地指出了研究的方法。 第2章以全新的视觉论述了薪酬的本质、构成、功能及分类。 第3章从经济学与管理学的角度系统阐述了薪酬设计所应依据的理论基础。 第4章首先简单说明了薪酬设计的原则，包括公平原则、竞争原则、经济原则、激励原则、战略原则与合法原则。接着介绍了几种常用的薪酬计算方法。然后比较了薪点与薪等这两种计算薪酬的基准，最后建立了一套以薪点为基础并与薪等相结合的薪酬设计程序。 第5章针对知识经济下国有企业的特点，为国企各类知识型员工(基层管理人员、专业技术人员、销售人员、高级经理人员)设计了操作性极强的薪酬模式。 第6章提出了解决当前国企薪酬问题的主要对策。更多还原

【Abstract】 The salary management is the core content of enterprises’ human resource management. Reasonable and valid salary system can not only validate to stir up the initiative and activity of employees, promote employees to work hard to realize enterprises’ targets, and increase enterprise’s performance, but also can attract and reserve a employee team with good qualities and competition abilities under the knowledge-based economy where the competition is increasingly fierce. Now, the state-owned enterprises face such problems as the unreasonable construction of salary system, serious average doctrine, lack of adjustment of the salary system, little incentives to the important employees, the lack of long incentives and so on. This article’s aim is to analyze these problems, apply the relevant theories of economics and management to design a reasonable salary system, expecting the salary management of the state-owned enterprises to go into a good cycle.The contents are as follows:Chapter 1 completely analyzes a series of problems in the salary management of the state-owned enterprises to point out the significance of the thesis, and gives the method simply.Chapter 2 discusses the nature, constitution, function, and classification of salary with all new sense of vision.Chapter 3 introduces some theories of economics and management used to design salary system.Chapter 4,first, explains the principles in salary designing briefly, including economic principle, fair principle, competition principle, encourage principle, strategy principle and legal principle. Then, introduces the methods of calculation of salary. Last, designs a reasonable procedure for salary.Chapter 5 according to the characteristics of the state-owned enterprises, designs the operable salary modes for the knowledge-typed employees (basic level management personnel, professional and technical personnel, sales personnel, top management personnel).Chapter 6 brings up the main suggestions to solve the problems existing in the salary management.更多还原