MBA教育中心知识库

随着全球化和信息化的深入发展，世界各国的经济竞争愈发激烈。企业之间的竞争不仅仅局限于资本的竞争，人力资源的竞争已经表现的越来越重要。人力资源作为企业最宝贵的资产，其管理和激励机制的有效性直接关系到企业的长远发展。在相关激励理论的基础上，企业对现有的激励策略如何进行优化设计，是提高员工工作积极性，保持工作热情，保障工作效率，提升员工幸福感和归属感，增强企业自身的心竞争力的关键。

本篇论文以DR公司的基层员工为主要研究对象，通过分析DR公司现行员工的薪酬激励策略，有针对性地编制调查问卷并结合访谈情况梳理了DR公司当前薪酬激励策略存在的问题主要在于：薪酬水平缺乏竞争力，薪酬结构不合理，薪酬制度不完备，薪酬公平性有所缺失。分析得出导致DR公司现有薪酬激励策略问题存在的主要原因有：仍未革除国企“平均主义”思想，仍未重视人力资源管理的投入，仍未构建系统性薪酬管理制度，仍未关注员工多元化发展需求。

本论文从DR公司实际出发，以全面薪酬理论、需要层次理论、公平理论、期望理论等为理论基础，提出了优化薪酬结构，保障薪酬增长，保证薪酬公平，畅通激励沟通渠道四个方面的优化对策。同时，为确保薪酬激励策略优化对策的顺利实施，公司应从组织、资金、制度、企业文化四个方面做好保障措施。

With the deepening development of globalization and information technology, the economic competition among all countries in the world is becoming more and more fierce. The competition between enterprises is not only limited to the competition of capital, but also the human resources competition has become more and more important. As the most valuable asset of an enterprise, the effectiveness of its management and incentive mechanism is directly related to the long-term development of an enterprise. On the basis of relevant incentive theories, how to optimize the design of the existing incentive strategies is the key to improve the enthusiasm of employees, maintain work enthusiasm, ensure work efficiency, enhance the sense of happiness and sense of belonging of employees, and enhance the competitiveness of the enterprise.

This paper to DR company's basic staff as the main research object, through the analysis of DR company current staff compensation incentive strategy, targeted compiled questionnaire and combined with interview combed the DR company current compensation incentive strategy problems mainly lies in: salary level lack of competitiveness, salary structure is unreasonable, salary system is not complete, pay fairness is missing. The analysis shows that the main reasons for the problems of DR company's existing compensation incentive strategy are as follows: it has not removed the "egalitarianism" thought of state-owned enterprises, still does not pay attention to the investment in human resource management, still has not built a systematic salary management system, and still does not pay attention to the diversified development needs of employees.

Based on the reality of DR company, taking the comprehensive compensation theory, need level theory, fairness theory and expectation theory, this paper puts forward the optimization countermeasures of optimizing the compensation structure, ensuring the compensation growth, ensuring the compensation fairness, and unblocking the incentive communication channels. At the same time, in order to ensure the smooth implementation of the optimization strategy, the company should take safeguard measures from four aspects: organization, capital, system and corporate culture.