MBA教育中心知识库

一个完善的薪酬体系对企业来说是非常重要的，它是一种对企业的人才引进和裁减的鉴别工具，是一个企业在行业市场具有竞争力的体现。当一个企业进行薪酬体系的调整和改革时，说明企业当前的薪酬体系无法满足企业的发展，而薪酬体系的设计主要是以岗位的工作价值对公司的贡献程度来进行的。

本文以笔者所任职的帝科公司为研究对象，首先就研究的背景、目的、意义和研究方法等作了阐述，并以企业薪酬相关理论为该文撰写的理论基石；其次，结合公司概况和人才结构分析介绍了帝科公司薪酬体系现状，并通过薪酬满意度、薪酬的内部和外部公平性、薪酬福利、岗位薪酬标准的制定等维度设计了调查问卷，并随机对员工进行了访谈。在调查和访谈结果的基础上对薪酬体系情况进行系统分析，总结问题并分析上述问题所产生的成因，得出帝科公司要想更进一步发展，薪酬体系的优化迫在眉睫。

帝科公司薪酬体系优化方案中首先明确了薪酬体系设计的总体思路和目标以及原则和流程，通过薪酬策略、岗位价值评估、薪酬市场调查、绩效考核制度优化、薪酬方案优化等不同方面确立了新的薪酬体系方案；最后，结合公司实际，提出新体系实施的保障措施，确保新体系达到预期的目的和效果，解决公司在薪酬方面出现的问题。

A perfect salary system is very important for enterprises.It is a tool to identify the introduction and reduction of talents,which reflects strong fairness and competitiveness.Enterprises should optimize the existing compensation system,because the current compensation system can not meet the development of the enterprise.The design of compensation system is mainly based on the value of their work to the company's contribution.

This paper takes the Dike company that the author works for as the research object.Firstly,it expounds the background,purpose,significance and research methods of the research,and takes the theories related to corporate compensation as the theoretical foundation of this paper. Secondly,based on the company profile and talent structure analysis,the present situation of the compensation system of Dike company is introduced,and questionnaires are designed from the aspects of salary satisfaction,internal and external fairness of salary,salary and welfare,and establishment of job salary standard,and random interviews are conducted among employees.On the basis of the survey and interview results,the compensation system is systematically analyzed,the problems are summarized and the causes of the above problems are analyzed,and it is concluded that the optimization of the compensation system is imminent for further development of Dike Company.

Dike company compensation system optimization program first clear the overall thinking and objectives of the compensation system design,principles and processes, through the compensation strategy,post value evaluation,compensation market survey,performance appraisal system optimization,compensation program optimization and other different aspects to establish a new compensation system program;Finally,combined with the actual situation of the company,put forward the safeguard measures for the implementation of the new system to ensure that the new system achieves the expected purpose and effect,and solve the problems in the company's salary.