摘 要
薪酬管理是企業(yè)人力資源管理的核心內(nèi)容，合理有效的薪酬體系不僅能有效激發(fā)員工的積極性與主動(dòng)性，促進(jìn)員工努力實(shí)現(xiàn)組織目標(biāo)，提高組織的效益，而且能在人才競(jìng)爭(zhēng)日益激烈的知識(shí)經(jīng)濟(jì)下吸引和保留住一支素質(zhì)良好且有競(jìng)爭(zhēng)力的員工隊(duì)伍。
通過對(duì)xx建筑公司薪酬現(xiàn)實(shí)情況的分析，剖析xx建筑公司原有薪酬體系存在的薪酬內(nèi)部一致性欠缺、透明性差、彈性差、沒有真正與績(jī)效掛鉤等問題，并指出問題產(chǎn)生的原因，論述了 xx建筑公司改進(jìn)薪酬體系的目的性和必要性，確定了薪酬體系設(shè)計(jì)的總體思路和應(yīng)遵循的原則。

關(guān)鍵詞 薪酬體系 薪酬改革 人力資源

Abstract
The salary management is the core content of enterprises' human resource management reasonable and valid salary system can not only validate to stir up the initiative and activity of employees, promote employees to work hard to realize enterprises targets, and increase enterprise's performance, but also can attract and reserve a employee team with good qualities and competition abilities under the knowledge-based economy where the competition is increasingly fierce.
Later，through the assay of real salary situation in HongYuan Company and by analyzing the existing salary system，the paper takes apart problems lying in the previous system of coherence deficiency，low transparency，poor flexibility and no connection with practical performance，etc，It also points out the causes of them. After that，it discusses the purpose and necessity of salary system improvement，defines the overall thinking of designing salary system and the principles that it should adhere to. Starting from job description and post appraisal to build the system of salary based on position appraisal.

Key Words Salary System Redesign Human Resources