国内外学者和企业高管一致认为，薪酬管理是企业可持续健康发展的关键要素。企业可以采取不断完善薪酬体系，来维系运营、创造效益、建立企业外部竞争优势。YT房地产评估公司主要从事土地和房产评估测绘，成立二十余年来，公司业务逐渐增多，规模不断扩大，但其薪酬体系遇到了一些问题，很大程度上削弱了企业的市场竞争力，急需优化，形成更加科学、合理且符合公司实际情况的薪酬体系，使其能够有效发挥激励作用，调动员工的工作热情。相信本研究不仅能够为提高YT房地产评估公司的薪酬管理水平提供参考和帮助，也能够为其他企业的薪酬体系优化提供借鉴。

本文依据薪酬管理相关理论，以YT房地产评估公司为例，采用文献研究、问卷调查、专家访谈、案例分析等研究方法，评估其薪酬体系现状，分析薪酬体系存在的问题和原因，提出薪酬体系优化的目标、原则及思路，并从工作分析与岗位评价、岗位工资、薪酬结构、福利制度等方面提出该公司薪酬体系的优化方案，进而提出优化方案顺利实施的保障措施。本文发现，YT房地产评估公司的薪酬体系存在考核体系不科学、薪酬体系结构失衡、薪酬水平相对较低、薪酬调整严重滞后、福利制度不完善等问题。本文认为，公司薪酬体系优化应坚持公平性、激励性、经济性、可操作性和员工认可等原则，优化方案具体包括岗位工资优化、绩效工资优化、薪酬结构优化、福利制度优化等优化设计，具体实施过程包括完善组织机构、宣传优化后的薪酬体系、确保管理层全程参与、提高信息沟通效率等措施。为了优化后的薪酬体系可以顺利实施，本文从制度、人力、文化、执行等方面提出了保障措施。

优化后的薪酬体系更加科学合理，为实现YT房地产评估公司的发展目标起到积极正面的推动作用，同时为其他房地产评估公司的薪酬体系优化提供一定的借鉴意义。

It is the consensus between scholars and business executives that salary management is a key element of the company's sustainable and healthy development. The continuous improvement of salary system can help enterprises to maintain operations, create revenue, and build competitive advantages. YT Real Estate Appraisal Company is engaged in land and real estate appraisal surveying and mapping. After more than two decades of growing up, its business and organization have kept continued increasing. However, there are some problems in the salary system, which have greatly weakened the market competitiveness of company and are urgent to be optimized for more scientific, reasonable and in line with the actual situation of the company, so that it can effectively play an incentive role, and mobilize the enthusiasm of employees. This research is helpful and meaningful to improve the salary system and management of YT Real Estate Appraisal Company and the other similar enterprises.

 The thesis based on the theories of salary management, takes YT Real Estate Appraisal Company as an example, adopts the methods of literature research, questionnaire survey, interview, case study and others to evaluate the current situation of the company's salary system, analyze the existing problems and causes, put forward the goal, principle and thought of the optimization of the salary system. A comprehensive optimization scheme of its salary system is proposed from the aspects of job analysis and evaluation, post salary, salary structure, welfare system and so on. Finally, it points out the guarantee measures for the smooth implementation of the optimization scheme.

This study finds that there are many problems of performance appraisal in YT Real Estate Appraisal Company, like unscientific salary structure, out-of-balance salary system, relatively low level in compensation, seriously lagging salary adjustment and the faultiness of welfare system in the company’s salary management. Through rigorous analysis, this study confirms that the principles of fairness, incentive, economy, operability and employee recognition should be followed in the optimization of the company's salary system. The optimization scheme should include the optimization design of job salary, performance salary, salary structure, and welfare system. It is necessary for the implementation of the plan to improve the organization, publicize the optimized salary system, ensure the full participation of the management, and improve the efficiency of information communication. And the implementation of the optimized salary system requires safeguards in terms of institution, manpower, culture, and execution.

After conducting this optimization scheme, it is possible for salary system of YT Real Estate Appraisal Company to be more scientific and reasonable, which would provide powerful impetus for the purpose of the development goals in this company. In addition, it has significance for further optimization of salary system in such group of real estate appraisal companies.