本文選題：薪酬設(shè)計(jì) + 崗位價(jià)值　； 參考：《山東大學(xué)》2016年碩士論文

【摘要】：山東煜德電子技術(shù)有限公司是一家現(xiàn)代化高科技企業(yè),公司業(yè)務(wù)包括安全技術(shù)防范產(chǎn)品的研發(fā)、設(shè)計(jì)、銷售和維護(hù)。經(jīng)過不懈的努力,憑著自身高質(zhì)量的產(chǎn)品和持之以恒的專業(yè)服務(wù),得到了廣大用戶的認(rèn)可。然而,公司采用的薪酬策略未考慮到分類設(shè)計(jì),比較籠統(tǒng),薪酬特點(diǎn)和薪酬優(yōu)勢(shì)都難以在同業(yè)競(jìng)爭中顯現(xiàn)；同時(shí),公司內(nèi)部的職位體系缺乏動(dòng)態(tài)管理,使得員工職位和薪酬管理之間關(guān)系不明顯；通過對(duì)薪酬數(shù)據(jù)整理分析,發(fā)現(xiàn)目前大部分員工的薪資水平都近似,存在績效工資未完全實(shí)現(xiàn)與績效掛鉤的問題。本文寫作思路和文章結(jié)構(gòu)一共包括以下內(nèi)容：首先是緒論部分,主要介紹選取煜德電子薪酬體系作為研究對(duì)象的原因、所采用的研究方法以及具體的研究內(nèi)容；其次是本文的理論綜述,該部分內(nèi)容包括薪酬的概念與分類、薪酬的功能、傳統(tǒng)和新興薪酬體系的發(fā)展等；第三,對(duì)煜德電子進(jìn)行案例分析,包括其現(xiàn)狀分析,員工薪酬滿意度調(diào)查,公司薪酬現(xiàn)狀及存在的主要問題等；第四,以薪酬設(shè)計(jì)的原則和目標(biāo)作為支撐,提出基于崗位評(píng)價(jià)的薪酬體系再設(shè)計(jì)方案,以及公司薪酬體系改進(jìn)升級(jí)策略和薪酬體系改革的核心內(nèi)容；第五,介紹了薪酬體系改進(jìn)的實(shí)施和保障,具體來說包括了薪酬體系改革實(shí)施的關(guān)鍵步驟與成本預(yù)估,以及實(shí)施改革所需要的保障措施,并對(duì)改革實(shí)施效果進(jìn)行了預(yù)測(cè)。最后為本文結(jié)論部分,介紹了本文的主要研究結(jié)論以及研究不足,提出未來研究方向和研究展望。本文以煜德電子作為研究案例,分析公司目前薪酬體系下所隱藏的主要問題,通過薪酬體系再設(shè)計(jì),提出薪酬體系的改革和升級(jí)方案。改進(jìn)后的薪酬體系能更好地幫助公司吸引和保留專業(yè)技術(shù)人才,并能為同類型企業(yè)進(jìn)行薪酬改革提供指導(dǎo)和借鑒。同時(shí)本研究還有助于拓展學(xué)術(shù)界對(duì)于科技創(chuàng)新人才薪酬體系的設(shè)計(jì)研究,本文采用的是崗位評(píng)價(jià)的方式,對(duì)于電子行業(yè)而言,也是極具創(chuàng)新性的。文章中為煜德電子的薪酬體系改革提出了具體方案和意見,預(yù)期將大幅提升員工的薪酬滿意度；同時(shí)引入寬帶薪酬設(shè)計(jì)和員工持股長期激勵(lì),增強(qiáng)了員工的工作投入度和主人翁意識(shí),同時(shí)還提高了薪酬的市場(chǎng)競(jìng)爭力,能更好的吸引人才。
[Abstract]:Shandong Yude Electronics Technology Co . , Ltd . is a modern high - tech enterprise , the company business includes the research and development , design , sales and maintenance of the security technology . After unremitting efforts , with its own high - quality products and professional services , it has been accepted by the users . However , the salary strategy adopted by the company has not taken into account the classification design , the comparison general , the compensation characteristics and the compensation advantages are difficult to appear in the competition of the same industry ;
At the same time , the position system in the company lacks dynamic management , so that the relationship between employee position and salary management is not obvious ;
Based on the analysis of salary data , it is found that the salary level of most employees is similar , and there is a problem that the performance salary is not fully realized . This paper includes the following contents : Firstly , the introduction part mainly introduces the reason of selecting Yu De ' s electronic compensation system as the research object , the research method adopted and the specific research content .
Secondly , it is the theoretical review of this paper , which includes the concept and classification of salary , the function of salary , the development of traditional and emerging salary system , etc .
Thirdly , analyze the case of Yude Electronics , including its current situation analysis , employee ' s salary satisfaction survey , company ' s salary status and main problems .
Fourthly , based on the principle and goal of salary design , this paper puts forward a new design scheme of salary system based on post evaluation and the core content of the reform of salary system .
Fifth , the implementation and guarantee of the compensation system improvement are introduced , including the key steps and the cost estimate of the implementation of salary system reform , as well as the guarantee measures needed to implement the reform .
At the same time , the introduction of broadband compensation design and long - term employee stock ownership has enhanced the employee ' s input and ownership consciousness , while also improving the market competitiveness of the compensation , and attracting talents better .

【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2016
【分類號(hào)】：F272.92;F426.67

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