【作者】 景晓琳；

【导师】 陈东健；

【作者基本信息】 苏州大学 ， 工商管理（专业学位）， 2013， 硕士

【摘要】 在人力资源管理系统中，健全的薪酬管理制度是吸引、激励、发展与留住人才最强有力的工具。而高绩效是企业积极追求的目标。越来越多的企业通过绩效与薪酬的有效结合来提高组织整体的工作效能，完善人力资源管理机制，最终实现企业愿景目标。如何有效激励企业员工提高绩效，已成为越来越多的企业和学者研究的主题。以绩效为导向的薪酬体系（绩效薪酬体系）即应运而生。本文以AB混凝土公司为研究对象，以薪酬及绩效管理相关理论为依据，对其现有的薪酬及绩效管理存在的问题进行了分析，从而提出了建立以绩效为导向的薪酬体系是改善其现状的最优选择。本文通过对所有岗位进行分析，梳理出岗位说明书并提炼出各岗位的KPI，并运用岗位排序法和要素计点法得出岗位等级，通过结合外部市场薪酬调查，最终设计出以岗位工资为基础，绩效工资为主导的绩效薪酬体系。希望可以以此为管理不够规范的混凝土行业提供积极的借鉴作用。更多还原

【Abstract】 A healthy Compensation Management System is a powerful way to attract and retaintalents. The management mode based on the performance and compensation combinationis being used by more and more companies. How to motivate employees to improve theirperformance, then generate more wealth for the enterprise has become a subject to moreenterprises and scholars. The Performance-oriented Compensation System appeared in thisbackground.This article took AB Concrete Company as the analysis object, took the theories ofthe performance pay as the foundation, took fully analyzes of this company’s humanresources condition, performance evaluation and salary management status as the basis,proposed that the design of the performance–oriented Pay System is the best choice in thissituation. This article analyzed all position of the company; used some methods toevaluation the position; used the market research result of the salary levels to guide thecompany’s salary level, then designed the new Compensation System which takes the postsalary as the basis, driven by the performance pay. I hope this article could have somepositive references to other concrete companies in China.更多还原