摘 要描述组织中不同的工作岗位之间薪酬水平的比例关系，就指的是薪酬的结构，其中一方面是各层级工作之间的薪酬各异的绝对水平，另一方面是各层次工作之间工资各异的相对来说的比重；它是根据一个公司的战略定位、实力情况以及人员配置战略，使公司各岗位的价值与公司的薪酬水平和要素相对应，还要有能够确定员工个人奉献的方式；突出薪酬水平等级的多少，员工技术不一样的薪酬水平的排序，薪酬水平被突出看重多少、决定薪酬差距的准则和不同薪酬水平之间差距的大小，以上因素侧面突出了不同职位和个人能力对企业的重要性和价值。本论文以中国平安人寿保险股份有限公司沈阳电话销售中心为例，主要针对企业薪酬结构中存在的问题进行探讨分析，采用问卷调查的方法，通过事先设计好的“平安人寿沈阳电话销售中心薪酬结构问卷调查”网络问卷，让企业内部员工进行填答，然后对填答的问卷进行整理分析，得出企业中薪酬结构的现状及问题，找出问题存在的原因，针对这些问题提出相应的解决措施，力求促进企业有效激励员工，提高企业的绩效。关键词： 激励；绩效；薪酬结构；资源配置AbstractTo describe the proportional relationship between the salary levels of different positions in an organization refers to the salary structure. On the one hand, it refers to the absolute level of different salaries among different levels of work, on the other hand, it refers to the relative proportion of different salaries among different levels of work; it refers to the position, strength and staffing strategy of a company The value of position corresponds to the salary level and elements of the company, and there is also a way to determine the personal dedication of employees; the number of pay levels, the ranking of pay levels with different skills of employees, the number of pay levels that are highlighted, the criteria for determining the pay gap and the size of the gap between pay levels are highlighted. The above factors highlight different positions and individuals The importance and value of competence to ente...
