MBA教育中心知识库

    后疫情时代，生物医疗行业飞速发展，对人才的需求极其旺盛。生物医疗企业属于高科技轻资产型企业，市场竞争的成功与否往往取决于团队人才，所以吸引、留用人才直接影响企业在竞争激烈的行业内生存和发展的能力。为提高企业的市场竞争力，不断优化薪酬体系就成为企业留用人才的重要着力点之一。

    本文选择健亿生物公司作为研究对象，首先，在梳理大量国内外文献的基础上，运用薪酬和薪酬体系的相关理论，结合问卷调查法，对健亿生物公司现行薪酬体系存在的问题进行分析；运用访谈的方法了解造成问题的原因。其次，针对这些原因，结合相关理论，提出优化建议；最后给出建议的实施保障措施。

    本文研究结论为健亿生物公司的薪酬体系设计奠定了坚实的理论与实践基础，对其他类似企业进行该方面的工作提供借鉴。

    In the post-epidemic era, the biomedical industry is growing rapidly and the demand for various talents is extremely strong. Biomedical companies are high-tech asset-light enterprises, and the success of market competition often depends on team talents, so attracting and retaining talents directly affects the ability of companies to survive and develop in the competitive industry. In order to improve the market competitiveness of enterprises, the continuous optimization of the compensation system becomes one of the important focus points for the retention of talents.

    In this paper, we choose Jianyi Biological Company as the research object. Firstly, based on combing a large amount of domestic and foreign literature, we analyze the problems of Jianyi Biological Company's current salary system by using the theory of salary and salary system, combined with the questionnaire method; we use the interview method to understand the causes of the problems. Secondly, to address these causes, combined with the relevant theories, to propose optimization recommendations; finally, to give the implementation of the proposed security measures.

    The findings of this paper lay a solid theoretical and practical foundation for the design of the compensation system of Jianyi Biological Company and provide reference for other similar companies to carry out this aspect of work.