【作者】 王锐；

【导师】 韩勇；

【作者基本信息】 东南大学 ， 工商管理（专业学位）， 2023， 硕士

【摘要】 随着全球经济的一体化,各行各业正全面进入快车道。由此带来的不同的生活方式及生产方式对人们旧有的思维模式是一种全新的冲击,同时也对人力资源工作带来了重大的影响与挑战,面对日益竞争激烈的市场环境,尤其是人才的竞争与抢夺,如何吸引并保留员工已成为当前工作的重心,而薪酬作为企业与员工之间的主要联结纽带,对员工的去留有着显著影响。对于传统的薪酬体系而言,员工职位越高,收入越高。现如今,组织结构呈现扁平化,层级精简下管理岗位越来越少,若想通过传统的职位晋升来获得薪酬大幅增长的机会已变得微乎其微。因此,传统的薪酬体系基本上丧失了激励的功效。N公司作为论文的研究对象,其近两年研发人员离职率较高,薪酬满意度调查结果不甚理想,N公司的管理人员也逐渐意识到现有的薪酬体系需进行变革。通过对研发人员组织架构、人员情况、薪酬现状进行诊断,并借助薪酬满意度调查,发现N公司研发人员薪酬存在以下问题:薪酬外部竞争力不足、岗位价值缺乏评估、薪酬等级过多、级差较小、绩效管理体系尚不健全、薪酬激励机制单一。由此可见,现有的薪酬体系已千疮百孔,制约了公司进一步发展。面对以上问题,N公司管理层决定引进宽带薪酬,借助宽带薪酬相关理论,设计出与N公司相匹配的薪酬体系,以此更好地培养、保留研发人才,进而增强公司的核心竞争力。论文首先概述了宽带薪酬的研究背景、研究意义,在此基础上对国内外文献以及宽带薪酬的概念、特点、产生背景、实施条件及设计重点进行了相关的学习、研究及总结,为薪酬体系设计打好理论基础。其次,对N公司研发人员薪酬现状进行概述,诊断出现有薪酬体系存在问题,为此对研究对象开展了薪酬相关的访谈调查,根据调查结果进一步分析问题点。再次,针对宽带薪酬是否适合N公司作了适用性研究,其结果显示可以推行,据此明确宽带薪酬设计的目的及思路,采用岗位价值评估、市场薪酬调查等方法重新确定了薪酬水平、薪酬结构。最后,为保障此次薪酬设计顺利实施,提供了一些保障措施。本研究期望通过宽带薪酬的应用能提高现有员工的满意度及忠诚度,降低员工的流失率,并且能有效吸引外部人才的加入,同时也期望本次研究能为同种类型的企业在薪酬优化或重新设计时提供一些有价值的思路。更多还原

【Abstract】 With the integration of the global economy,all industries are entering the fast lane.The different lifestyles and production methods brought by this are a brand new impact on people’s old thinking patterns,and also bring significant impact and challenges to human resources work.It has a significant impact on the retention of employees.For the traditional salary system,the higher the position of the employee,the higher the income.Nowadays,the organizational structure is flattening and the number of management positions is decreasing under the streamlined hierarchy,so the chances of getting a significant salary increase through traditional job promotion have become slim.Therefore,the traditional compensation system has basically lost its incentive effect.N,the subject of this paper,has a high turnover rate of its R&D staff in the past two years,and the results of its salary satisfaction survey are not very satisfactory,and the management of N has gradually realized that the existing salary system needs to be changed.In this paper,through the diagnosis of the organization structure,personnel situation and the current situation of compensation of R&D personnel,and with the help of the compensation satisfaction survey,we found that the following problems exist in the compensation of R&D personnel in N Company: insufficient external competitiveness of compensation,lack of evaluation of job value,too many salary levels and small grade difference,the performance management system is not yet complete,and the compensation incentive mechanism is single.Thus,it can be seen that the existing salary system is full of holes,which restricts the further development of the company.Facing the above problems,the management of N decided to introduce broad banding compensation and design a compensation system that matches N with the theory of broad banding compensation,so as to better train and retain R&D talents and enhance the core competitiveness of the company.This paper firstly outlines the research background and significance of broad banding compensation,based on which we study,research and summarize the domestic and international literature as well as the concept,characteristics,background,implementation conditions and design focus of broad banding compensation,so as to lay a good theoretical foundation for the design of compensation system.Secondly,an overview of the current situation of N’s R&D staff compensation was made,and the problems of the existing compensation system were diagnosed,for which a compensation-related interview survey was conducted on the research subjects,and the problem points were further analyzed according to the survey results.Again,a study was conducted on the suitability of broadband salary for N,and the results showed that it could be implemented.Accordingly,the purpose and ideas of broadband salary design were clarified,and the salary level and salary structure were redefined by using job value assessment and market salary survey.Finally,some guarantee measures are provided to guarantee the smooth implementation of this salary design.This study expects that the application of broadbanded compensation can improve the satisfaction and loyalty of existing employees,reduce the turnover rate of employees,and effectively attract external talents,and also expects this study to provide some valuable ideas for the same type of enterprises in salary optimization or redesign.更多还原