摘要 西安庆安制冷设备股份有限公司是由具有三十余年空调压缩机研制技术和生产经验的庆安集团有限公司控股的股份公司，主营高效节能转子式系列空调压缩机。随着企业的不断发展，庆安制冷逐渐进入了“快速增长期”，而企业薪酬管理中存在的问题也开始凸显。因此，庆安制冷急需规范化、制度化、精细化、专业化的制度管理改革。 本文对薪酬的界定、功能和影响因素以及薪酬的形式进行了研究，并在薪酬理论、激励理论的指导下，以公司的实际资料作为研究对象，从该公司以往的经验中吸取教训，对公司的薪酬体系进行了设计。首先，通过访谈等调研手段，把握庆安制冷股份有限公司领导层的战略意图以及员工层的期望，明确薪酬改革的方向和目标；第二，开展岗位分析和工作评价，综合考虑领导层对企业的战略发展定位，考虑中层管理者的管理效率，考虑员工的意见和诉求，从工作责任、工作技能、劳动强度、劳动条件等多个方面进行岗位评价指标体系的设计并实施岗位评价，对岗位评价结果进行计算和汇总；第三，依据庆安制冷股份有限公司岗位评价的结果，对岗位薪酬体系的纵向结构，即薪酬等级、级差等进行确定，对庆安制冷股份有限公司的岗位薪酬水平、固定与浮动工资比例等进行设计；最后，结合庆安制冷股份有限公司的实际情况，充分考虑企业的可承受能力以及薪酬优化调整带来的总人工成本的增减情况，制定薪酬改革的初始化方案，将员工的现有工资体系导入到新的薪酬管理体系。 最后，对本次设计进行了总结，并作出了对调整

ABSTRACT Xi'an Qingan Refrigeration Equipment CO.,LTP. is controlled by QingAn Group Co., LTD. Which has more than 30 years experience in the development of the air conditioning compressor technology and production. It’s main business is air conditioning compressor of high efficiency and energy saving series rotor type. With the development of the enterprise, Xi'an Qingan Refrigeration Equipment CO.,LTP. come into “rapid growth”. A number of issues about compensation management highlighted. So Xi'an Qingan Refrigeration Equipment CO.,LTP. Needed standardization and institutionalization, fine, professional management reform. Under the guidance of compensation theory and motivation principle, according to Xi'an Qingan Refrigeration Equipment CO.,LTP's real data as research target, we can learn from the previous experience and develop a new solutions and proposals. First, this paper grasps the leadership's strategic intent of Xi'an Qingan Refrigeration Equipment CO.,LTP. and the expectations of staff level about pay reform through interviews and other means, clearing direction and goal of pay reform. Second, job evaluation carried out. Considering the leadership’strategic to the development of corporate positioning, considering the management efficiency of middle managers and considering the wishes and aspirations of employees from work responsibilities, work skills, labor intensity, labor conditions and other aspects of the job evaluation system design. The job evaluation results are calculated on aggregate through implementing job evaluation. Third, according to the result of the job evaluation, pay system for the vertical structure of jobs, pay grade, steps, etc. in Xi'an Qingan Refrigeration Equipment CO.,LTP. Focus on the chemical level positions pay between fixed and variable pay ratio to make the design. Finally, combining the actual situation of Xi'an Qingan Refrigeration Equipment CO.,LTP., employees can take full account of the capacity and optimal adjustment of pay to bring the total labor cost increase and decreases, the initial development of pay reform program will bring staff to the new import from the existing wage