战略性薪酬是指能提高员工的工作积极性并促进其个人发展，同时使员工的努力与组织的目标、理念和文化相符的薪酬计划。它是将企业薪酬体系的构建与企业的发展战略有机结合起来，使企业薪酬体系成为实现企业发展战略的重要杠杆。
而战略性薪酬管理作为战略性人力资源管理的核心组成部分，正是这一竞争优势的载体之一。
And the strategic compensation management is regarded as the key component of strategic human resource management, which is exactly one of the carriers of the competition advantage.
本文在研究企业薪酬理论的基础上，从企业经营战略的高度来思考企业的薪酬问题，构建了战略性薪酬体系。
Based on the former study of compensation, a strategic compensation system was built in this thesis by considering the compensation problems in terms of the business strategy.
本文从二级设计部门分配方式、设计人员的激励方式和职能管理人员的激励方式三个方面，分析了勘察设计单位树立战略性薪酬管理理念的必要性。
The article analyzes the necessity of setting up a strategic income distribution system from that's for secondary sector, for design staff, and for administrative staff.
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