人力资源是企业的第一资源，在企业发展的进程中，人力资源管理的重要性不言而喻，而作为人力资源管理核心内容的薪酬管理，在人力资源管理中占据着基础性的地位。事实上，薪酬管理体系合理与否直接决定着企业能否有效地激励员工，科学的薪酬管理体系是企业稳健、高效运行的关键。

本文以HX有限公司员工薪酬管理体系为研究对象，在梳理国内外文献的基础上，利用人力资源管理的理论，从薪酬、薪酬管理、薪酬管理体系三个层次，运用文献研究法、问卷调查法、个人访谈法和统计分析法等多种方式，对HX有限公司的薪酬管理体系进行了深入调研与剖析。发现了该企业在薪酬管理体系构建与运行过程中，薪酬管理组织架构存在缺陷、薪酬结构不合理、薪酬制定不科学、薪酬调整制度不规范、薪酬管理信息系统不完善等五个方面的问题。在此基础上，本文综合考虑公平性原则、激励性原则、经济性原则、合法性原则等多个原则，从薪酬组织机构、薪酬结构、薪酬制定、薪酬调整和薪酬管理信息系统等五个方面对HX有限公司的人力资源管理体系进行了系统优化，提出了该公司薪酬管理体系的优化方案。此外，本研究还结合行业薪酬水平调研数据，分析了市场竞争力对企业薪酬策略的影响，并通过员工满意度调查验证了优化方案的有效性。最后，从设立专项改革工作机构、建立薪酬管理体系规范化制度、健全持续改进与优化工作体系、健全员工培训与交流保障机制、严格落实优化措施等多个方面提出了实施优化方案的保障措施，以确保优化后的薪酬管理体系能够有效落地并持续提升企业人力资源管理水平。

本研究可为中小型化工企业提供薪酬体系优化与人力资源管理效能提升的实践参考，特别是在岗位价值评估、绩效联动机制及动态调整策略等关键环节，助力企业吸引人才、激发活力并实现可持续发展。

Human resources are the primary resource of enterprises, and the importance of human resource management is self-evident in the process of enterprise development. As the core content of human resource management, compensation management occupies a fundamental position in human resource management. In fact, the rationality of the salary management system directly determines whether the enterprise can effectively motivate employees, and a scientific salary management system is the key to the stable and efficient operation of the enterprise.

This article takes the employee compensation management system of HX Co., Ltd as the research object. Based on the review of domestic and foreign literature, using the theory of human resource management, from the three levels of compensation, compensation management, and compensation management system, various methods such as literature research, questionnaire survey, personal interview, and statistical analysis are used to conduct in-depth research and analysis of HX Co., Ltd.'s compensation management system. It was discovered that the company has five problems in the construction and operation of its salary management system, including defects in the organizational structure, unreasonable salary structure, unscientific salary formulation, non-standard salary adjustment system, and incomplete salary management information system. On this basis, this article comprehensively considers multiple principles such as fairness, incentive, economy, and legality, and systematically optimizes the human resource management system of HX Co., Ltd. from five aspects: salary organization structure, salary structure, salary formulation, salary adjustment, and salary management information system. An optimization plan for the company's salary management system is proposed. In addition, this study also combined industry salary level survey data to analyze the impact of market competitiveness on corporate salary strategies, and verified the effectiveness of the optimization plan through employee satisfaction surveys. Finally, safeguard measures for implementing optimization plans were proposed from multiple aspects, including establishing specialized reform work institutions, establishing standardized salary management systems, improving continuous improvement and optimization work systems, enhancing employee training and communication guarantee mechanisms, and strictly implementing optimization measures, to ensure that the optimized salary management system can be effectively implemented and continuously improve the level of human resource management in enterprises.

This study can provide practical references for optimizing salary systems and improving human resource management efficiency for small and medium-sized chemical enterprises, especially in key areas such as job value evaluation, performance linkage mechanisms, and dynamic adjustment strategies, to help enterprises attract talent, stimulate vitality, and achieve sustainable development.

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