【作者】 苏畅；

【导师】 王广慧；

【作者基本信息】 吉林大学 ， 工商管理硕士（专业学位）， 2025， 硕士

【摘要】 随着社会经济的发展和国家政策的扶持,近十几年来国内各类企业发展迅速。但在企业蓬勃发展的背后,企业之间的竞争也在不断加剧,其中最突出的是对于人力资源的竞争。人力资源被公认是企业保持核心竞争力的重要资源,其在企业中的战略地位愈发重要。薪酬是企业人力资源管理中的关键一环,它能够帮助企业吸引人才和激励人才,从而最大程度的留住人才,增强企业在行业中的竞争优势。因此,在企业的发展过程中,企业薪酬体系的不断优化尤为重要。YS公司成立于2004年10月,是广东省较早成立的一家具有甲级资质的民营监理企业,是广东省监理协会会员单位。企业拥有房屋建筑、市政、人防工程等多项资质,并提供多种业务。企业拥有专业技术队伍,曾经在席卷全国的基建工程中获得了巨大的收益,但随着同行业竞争越来越激烈,特别是随着近几年的形势变化,YS公司营业收入逐年降低,利润难以维持增长趋势,原有的薪酬体系已经明显不适应公司的发展。YS公司高技术监理人员大量流失、企业现有监理人员专业技能较低且无提升个人能力的意愿,对工作满意度和积极性普遍较低等等,这一系列的问题导致企业流失大量新项目,企业经济效益大幅度下降。目前,YS公司在行业内排名下降,竞争优势逐渐减弱,急需对其监理人员的薪酬体系进行优化改进。本论文基于全面薪酬理论,运用文献分析法对国内外薪酬体系研究现状进行了概述和归纳,利用问卷调查和访谈的方式对YS公司监理人员的薪酬体系现状进行了梳理和分析,发现YS公司关于监理人员的薪酬体系中存在高层次监理人员薪酬水平较低、监理人员内部公平性较低以及对人才的吸引力和保留能力不足等问题。本论文针对这些问题及背后原因,结合YS公司实际发展情况,依照全面薪酬理论、期望理论、公平理论为YS公司监理人员薪酬体系优化设计确定了目标和原则;根据企业战略目标确定相符合的薪酬策略,通过对全国同类型企业进行薪酬水平调查,以此作为依据调整YS公司整体薪酬水平和薪酬结构,并根据调查结果对YS公司现有薪酬体系的福利和非经济性薪酬内容分别进行了优化设计,最后从组织、制度和财务三方面为优化后的薪酬体系能够顺利实施提供保障。本文对YS公司监理人员现有薪酬体系进行了全面优化,进一步验证全面薪酬理论在同行业企业中具有普适性和应用价值。YS公司监理人员现有薪酬体系目前存在的问题具有普遍性和代表性,是许多同类型企业面临的共性问题,本文关于YS公司监理人员薪酬体系的优化研究也可为行业中的其他企业提供可借鉴的参考范例,具有一定的理论指导意义和实践应用价值。更多还原

【Abstract】 With the development of the social economy and the support of national policies,various domestic enterprises have experienced rapid growth over the past decade.However,behind this flourishing development,competition among enterprises has intensified,particularly in the area of human resources.Human resources are widely recognized as a crucial asset for maintaining core competitiveness,and their strategic importance within enterprises has become increasingly significant.Compensation,as a key component of human resource management,plays a vital role in attracting,motivating,and retaining talent,thereby enhancing an enterprise’s competitive advantage in the industry.Therefore,the continuous optimization of the compensation system is particularly important for enterprise development.YS Company,established in October 2004,is one of the early Class A qualified private supervision enterprises in Guangdong Province and a member of the Guangdong Supervision Association.The company possesses multiple qualifications in areas such as housing construction,municipal engineering,and civil air defense engineering,offering a variety of services.With a professional technical team,YS Company once reaped significant benefits during the nationwide infrastructure construction boom.However,as competition within the industry has intensified,especially with recent changes in the market environment,the company’s revenue has declined year by year,and profit growth has become difficult to sustain.The existing compensation system has clearly become inadequate for the company’s development needs.The loss of high-skilled supervision personnel,low professional skills among current staff,lack of motivation for personal development,and generally low job satisfaction and enthusiasm have led to the loss of numerous new projects and a significant decline in economic benefits.Currently,YS Company’s ranking has gradually decreased,and its competitive advantage has weakened,necessitating urgent optimization and improvement of the compensation system for supervision personnel.This thesis,based on the comprehensive compensation theory,employs a literature analysis method to summarize and outline the current research status of compensation systems both domestically and internationally.Through questionnaires and interviews,the current compensation system for YS Company’s supervision personnel was analyzed,revealing issues such as low compensation levels for high-level supervision personnel,internal inequity,and insufficient ability to attract and retain talent.Addressing these issues and their underlying causes,and considering YS Company’s actual development situation,the thesis establishes goals and principles for optimizing the compensation system for supervision personnel in accordance with the comprehensive compensation theory,expectancy theory,and equity theory.By aligning with the company’s strategic objectives,a corresponding compensation strategy was determined.A survey of compensation levels in similar enterprises nationwide was conducted to adjust YS Company’s overall compensation levels and structure.Based on the survey results,the existing compensation system’s benefits and non-economic compensation components were optimized.Finally,organizational,institutional,and financial measures were proposed to ensure the successful implementation of the optimized compensation system.This thesis comprehensively optimizes the existing compensation system for YS Company’s supervision personnel,further validating the universal applicability and practical value of the comprehensive compensation theory within the industry.The issues identified in YS Company’s current compensation system are common and representative,reflecting challenges faced by many similar enterprises.The research on optimizing YS Company’s compensation system for supervision personnel can serve as a reference model for other enterprises in the industry,offering both theoretical guidance and practical application value.更多还原