薪酬研究

摘 要

薪酬管理是企业人力资源管理中最复杂、相对技术难度最高的环节之一，大凡成功或绩优的企业，其薪酬管理往往具有明显的特色和优势，正处于转型社会的中国，环境在发生着深刻的变化，薪酬也在适应这些变化中不断变化，不断规范的劳动法律法规，给企业人力资源管理产生了深远的影响，薪酬管理不仅仅是涉及企业或劳动管理本身，环境的变化也带来薪酬内涵的扩展。如何通过有针对性的激励性薪酬制度提成员工的总体满意度，从而达到支撑组织良好绩效、战略目标的达成，是在新形势下对激励理论之于薪酬管理的重新理解。

快递市场竞争的日趋激烈使得快递企业的生存环境风险性大大增加，快递特业企业要做大做强，人才的重要性是不言而喻的，做为组织架构最基础的群体——基层员工，一直是不为人们所关注的，特别对于这类员工的激励和薪酬方案更是少有论述，本文选择了快递企业基层层员工为研究对象，旨在于以激励和薪酬理论为基础，结合湖南速达快递公司的实际情况，旨在研究企业提高基层员工绩效及其薪酬设计的一般规律，优化该公司基层员工的薪酬管理体，以期为公司进行薪酬的改革做出有益的探索和尝试。

本文的基本逻辑思路和框架是：首先进行现代人力资源管理理论的引证和概述，对薪酬的含义及分类进行界定，明确薪酬的内涵，介绍激励理论对薪酬设计的启示；其次，分析了湖南速达快递公司现阶段的基层员工人力资源现状，分析公司基层员工薪酬管理的现状和存在的主要问题，在进行薪酬调查的基础上，接合企业实际情况，制定了针对性强的基层员工薪酬管理改进方案，并指出在具体实施中需要注意的问题及保障措施，最后阐述了薪酬改进方案实施的效果预测，得出主要结论以及对于相关内容后续研究的展望。

Abstract

Salary management is one of the most complex relative technical difficulty of human resources management link. Success or performance of the enterprise, the salary management often has obvious characteristic and advantage. Is in the social transformation in China, the environment changed, the salary is adapted to these changes in changing, Continuous norms of labor laws and regulations, to the enterprise human resources management produced profound influence, Compensation management is not only related to business or labor management itself, changes in the environment also bring salary connotation expansion. How to through targeted the salary incentive system to improve employee satisfaction, Support for organizational performance, These are in the new situation of the salary management incentive theory understanding.

Express the increasingly fierce market competition increases the express enterprise's survival environment risk. Express the special industry enterprise should be done do greatly strong, talent is very important, especially the organizational structure the most basic -- Basic level employee. Basic level employee is not always paid close attention to by people, especially their incentive and compensation plan is much less discuss. This choice of express enterprise grass-roots staff as the research object, aims to encourage and reward theory as the basis, combined with the speed of Hunan express company's actual situation, enterprises to improve employee performance and Study on basic salary design rule, optimize the company grass-roots staff salary management, with period for the company pay reforms made useful exploration and attempt.

In this paper the basic logical thinking and framework: Firstly, the theory of

modern human resources management of the citation and overview, to pay to the meaning and classification of salary, clear the connotation, the incentive theory of salary design inspiration; secondly, analysed Hunan express company at this stage the company grass-roots staff human resources present situation, analysis of company grass-roots staff salary management present situation and existence main problems in compensation, on the basis of investigation, the union enterprise actual situation, formulate the targeted grass-roots staff salary management improvement project, and points out that in the specific implementation problems need attention and protection measures, finally elaborated the salary scheme implementation effect prediction, main conclusions and the related contents of follow-up study prospect.