摘 要

薪酬管理是企業(yè)人力資源管理中最復(fù)雜、相對技術(shù)難度最高的環(huán)節(jié)之一，大凡成功或績優(yōu)的企業(yè)，其薪酬管理往往具有明顯的特色和優(yōu)勢，正處于轉(zhuǎn)型社會的中國，環(huán)境在發(fā)生著深刻的變化，薪酬也在適應(yīng)這些變化中不斷變化，不斷規(guī)范的勞動法律法規(guī)，給企業(yè)人力資源管理產(chǎn)生了深遠的影響，薪酬管理不僅僅是涉及企業(yè)或勞動管理本身，環(huán)境的變化也帶來薪酬內(nèi)涵的擴展。如何通過有針對性的激勵性薪酬制度提成員工的總體滿意度，從而達到支撐組織良好績效、戰(zhàn)略目標(biāo)的達成，是在新形勢下對激勵理論之于薪酬管理的重新理解。

快遞市場競爭的日趨激烈使得快遞企業(yè)的生存環(huán)境風(fēng)險性大大增加，快遞特業(yè)企業(yè)要做大做強，人才的重要性是不言而喻的，做為組織架構(gòu)最基礎(chǔ)的群體——基層員工，一直是不為人們所關(guān)注的，特別對于這類員工的激勵和薪酬方案更是少有論述，本文選擇了快遞企業(yè)基層層員工為研究對象，旨在于以激勵和薪酬理論為基礎(chǔ)，結(jié)合湖南速達快遞公司的實際情況，旨在研究企業(yè)提高基層員工績效及其薪酬設(shè)計的一般規(guī)律，優(yōu)化該公司基層員工的薪酬管理體，以期為公司進行薪酬的改革做出有益的探索和嘗試。

本文的基本邏輯思路和框架是：首先進行現(xiàn)代人力資源管理理論的引證和概述，對薪酬的含義及分類進行界定，明確薪酬的內(nèi)涵，介紹激勵理論對薪酬設(shè)計的啟示；其次，分析了湖南速達快遞公司現(xiàn)階段的基層員工人力資源現(xiàn)狀，分析公司基層員工薪酬管理的現(xiàn)狀和存在的主要問題，在進行薪酬調(diào)查的基礎(chǔ)上，接合企業(yè)實際情況，制定了針對性強的基層員工薪酬管理改進方案，并指出在具體實施中需要注意的問題及保障措施，最后闡述了薪酬改進方案實施的效果預(yù)測，得出主要結(jié)論以及對于相關(guān)內(nèi)容后續(xù)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.