摘要:薪酬管理，是在组织发展战略指导下，对员工报酬的支付原则、支付方式及支付水平进行确认及调整的动态管理过程，兼具企业管理的刚性与柔性的特点。企业的长足发展，必须配套一个完整的薪酬体系。科学合理的薪酬体系是增强企业人才竞争力的重要保证。
薪酬管理是人力资源管理中一个难点，薪酬管理政策也是公司员工最关心的政策之一。当企业因规模扩张或改革等因素必须进行薪酬体制改革时，人力资源管理部门会在企业内外进行广泛深入的调查，并与上级领导反复讨论，经过多次修改，方能定案。虽然薪酬管理是人力资源部门最费心思的事情，但结果常常却不能让员工满意。
本文通过对A公司薪酬体系的调查研究，从绩效关联（为什么付）、薪酬水平（付多少）、薪酬结构（怎么付）及薪酬总量控制（能不能付）四个维度着手，找出企业薪酬管理的症结所在，参照三三制薪酬设计方法有针对性的提出改进意见，在一定程度上解决了企业薪酬管理中的问题。
关键词：薪酬管理 绩效关联 薪酬水平 薪酬结构 三三制薪酬
ABSTRACT:The salary management, organizational development strategy is under the guidance, dynamic management process principle, pay for employee compensation payment and payment level for confirmation and adjustment of enterprise management, has characteristics of both rigid and flexible. The rapid development of enterprises, must complete a complete salary system.
Compensation management is a difficult problem in human resources management, compensation management policy is one of company employees are most concerned about the policy. When the enterprise must carry on the salary system reform for expansion or reform and other factors, human resources management departments will be investigated widely in enterprises home and abroad, and repeated discussions and superior leadership, after several revisions, to finalize. Although the salary management is the human resources department bother things, but the results are often not let employee satisfaction.
In this paper, through the investigation and Study on the compensation system of Chongqing public sector human resources management consulting Co., Ltd., proceed from the four dimensions of performance, salary level, salary structure and salary amount, find out the crux of enterprise salary management, in order to put forward reasonable improvement, to a certain extent, solve the salary management in enterprises the problem. Therefore, a scientific and reasonable compensation system is an important guarantee to enhance the enterprise talent competitiveness.
Keywords：Salary Administration；Associated performance；salary level；salary structur
