宁波职业技术学院薪酬体系研究与设计
|
摘要
知识经济的到来，加速了教育的大众化、产业化的进程。教育事业在得到迅速发展的同时，许多高校却不同程度存在着人才流失现象。究其原因，关键是缺乏能充分调动教职员工积极性、创造性的激励机制，在现阶段的中国主要表现在报酬上。具有市场竞争力的薪金是目前吸引和留住人才必不可少的条件；而一个高校要在市场化运作中取胜，不仅需要一批懂教学、善科研，会管理的高层次、复合型人才，还要靠广大教职员工的共同努力。在符合高校特点的基础上，如何建立一套既具有竞争性，又兼顾内部协调性的薪酬体系，是目前高校，尤其是成立不久的诸多高职院校面临的一个突出问题。
本文从介绍国内外相关工资理论和激励理论的研究成果入手，通过对薪酬管理的实质、薪酬体系设计的作用、影响薪酬设计的因素分析，在对宁波职业技术学院旧有薪酬体系的发展、形成过程及现状剖析的基础上，站在学院发展的战略高度，遵循薪酬设计的公平性、竞争性、激励性及经济性原则，运用目前国内外最新理论成果，采用定性与定量相结合的方法，重点对结构工资进行再设计，同时对年薪制加以探讨。在设计结构工资时主要从组成高校劳动的三要素出发，对教师和管理人员执行以知识技术工资、职务责任工资及贡献工资为主的结构工资。尤其对建立年薪制和知识薪酬的重要性和设计原则、方法等进行研究，旨在设计出符合知识经济的、既能激发广大教职工，尤其是中青年教职工积极性、进取性，又能激励关键人才，充分发挥他们创造性的现代高职院校薪酬体系。最后，本文还通过宁波职业技术学院新旧体系的对比，指出薪酬改革的现实意义，并提出实施新的薪酬体系的保障措施。
新设计的薪酬体系融入了现代人力资本和知识资本的思想，将知识薪酬设计理论应用于学院薪酬设计是本文的创举。
The advent of the Knowledge Economy speeds up the popularization and industrialization of education. However, with the rapid development of the education undertaking, the phenomenon of brain drain exists, to varying degrees, in many higher educational institutions. The actual cause is the lack of a stimulating mechanism which can fully arouse the enthusiasm and creativity of the teaching and administrative staff. In current China, the cause mainly expresses itself in payment system. A competitive payment is an indispensable condition for attracting and keeping talents. If a higher educational institution wishes to win in the marketability operation, it needs not only a batch of high-level compound talents with teaching, scientific research and managing abilities, but also the joint efforts of all staff members. How to establish a payment system, taking both competitiveness and inner harmonization into consideration, to fit the characteristics of higher educational institution? It is a prominent issue many in
stitutions especially those newly-built vocational and technological colleges confronted with nowadays.
This paper begins with the introduction of research findings about related payment and stimulation theories at home and abroad, analyze the essence of payment administration, the function of payment system design, and the factors which affect the design, and explain the shaping and development process of the old payment system of Ningbo Vocational &Technological College. At the base of the above, from the angle of the College's development strategy, with the application of the latest theoretic findings, following the principles of fairness, competitiveness, stimulation and the economic rules of payment design, the paper mainly redesign the structure salary, meanwhile explore the annual
payment system by adopting the mixed methods of quality and quantity. When design the structure payment, the paper considers the three major elements which form the labor force of higher educational institutions with the aim to carry out a structure payment system chiefly judged by knowledge, duty and construction. The paper pays especial attention to the research in the importance, design principles and methods of establishing the annual payment system and knowledge payment aiming to design a new payment system of modern higher vocational colleges in accordance with the Knowledge Economy, which can not only inspire the enthusiasm and enterprise of all staff members, especially those young and middle-aged, but also stimulate the key talents so that they could bring their creativity into full play. In the end, with the comparison between the old payment system of Ningbo vocational &Technological College and the new one, the paper points out the realistic significance of the payment reform, and also put forwar
d specific measures to guarantee the implementation of the new payment system.
It is the author's creation to blend the idea of modern human resources capital and knowledge capital into the newly-designed payment system, and apply the theory of knowledge payment design into the college payment design.
本文从介绍国内外相关工资理论和激励理论的研究成果入手，通过对薪酬管理的实质、薪酬体系设计的作用、影响薪酬设计的因素分析，在对宁波职业技术学院旧有薪酬体系的发展、形成过程及现状剖析的基础上，站在学院发展的战略高度，遵循薪酬设计的公平性、竞争性、激励性及经济性原则，运用目前国内外最新理论成果，采用定性与定量相结合的方法，重点对结构工资进行再设计，同时对年薪制加以探讨。在设计结构工资时主要从组成高校劳动的三要素出发，对教师和管理人员执行以知识技术工资、职务责任工资及贡献工资为主的结构工资。尤其对建立年薪制和知识薪酬的重要性和设计原则、方法等进行研究，旨在设计出符合知识经济的、既能激发广大教职工，尤其是中青年教职工积极性、进取性，又能激励关键人才，充分发挥他们创造性的现代高职院校薪酬体系。最后，本文还通过宁波职业技术学院新旧体系的对比，指出薪酬改革的现实意义，并提出实施新的薪酬体系的保障措施。
新设计的薪酬体系融入了现代人力资本和知识资本的思想，将知识薪酬设计理论应用于学院薪酬设计是本文的创举。
The advent of the Knowledge Economy speeds up the popularization and industrialization of education. However, with the rapid development of the education undertaking, the phenomenon of brain drain exists, to varying degrees, in many higher educational institutions. The actual cause is the lack of a stimulating mechanism which can fully arouse the enthusiasm and creativity of the teaching and administrative staff. In current China, the cause mainly expresses itself in payment system. A competitive payment is an indispensable condition for attracting and keeping talents. If a higher educational institution wishes to win in the marketability operation, it needs not only a batch of high-level compound talents with teaching, scientific research and managing abilities, but also the joint efforts of all staff members. How to establish a payment system, taking both competitiveness and inner harmonization into consideration, to fit the characteristics of higher educational institution? It is a prominent issue many in
stitutions especially those newly-built vocational and technological colleges confronted with nowadays.
This paper begins with the introduction of research findings about related payment and stimulation theories at home and abroad, analyze the essence of payment administration, the function of payment system design, and the factors which affect the design, and explain the shaping and development process of the old payment system of Ningbo Vocational &Technological College. At the base of the above, from the angle of the College's development strategy, with the application of the latest theoretic findings, following the principles of fairness, competitiveness, stimulation and the economic rules of payment design, the paper mainly redesign the structure salary, meanwhile explore the annual
payment system by adopting the mixed methods of quality and quantity. When design the structure payment, the paper considers the three major elements which form the labor force of higher educational institutions with the aim to carry out a structure payment system chiefly judged by knowledge, duty and construction. The paper pays especial attention to the research in the importance, design principles and methods of establishing the annual payment system and knowledge payment aiming to design a new payment system of modern higher vocational colleges in accordance with the Knowledge Economy, which can not only inspire the enthusiasm and enterprise of all staff members, especially those young and middle-aged, but also stimulate the key talents so that they could bring their creativity into full play. In the end, with the comparison between the old payment system of Ningbo vocational &Technological College and the new one, the paper points out the realistic significance of the payment reform, and also put forwar
d specific measures to guarantee the implementation of the new payment system.
It is the author's creation to blend the idea of modern human resources capital and knowledge capital into the newly-designed payment system, and apply the theory of knowledge payment design into the college payment design.
引文
?
【1】吴畏主编，《民办教育的改革与发展》，教育科学出版社，2002．12，p13
【2】Prahalad, C. K. ,The Core Competence of the Corporate,Harvard Business Review, May-June, 1990, p79
【3】Brian S.Klaas,Containing Compensation Costs:Why Firms Differ in their Willingness to Reduce Pay,[J].Journal of Management,1999,25(6), p829
【4】李严锋，麦凯编，《薪酬管理》，大连：东北财经大学出版社，2002．2，p3
【5】张帆等编，《薪酬设计技巧》，广州：广东经济出版社，2002．2，p31
【6】何燕珍，企业薪酬管理发展脉络考察，《外国经济与管理》，2002，24卷，第11期，p25
【7】郭惠容，激励理论综述，《企业经济》，2001．6，p56
【8】王长城等编，《薪酬管理》，深圳：海天出版社，2002．9，p8
【9】程承坪著，《企业家人力资本开发》，北京：经济出版社，2002．8，p213
【10】祝蓉，在高校人事管理中充分发挥工资的杠杆作用——浅谈高校工资制度的改革，《西南民族学院学报》，1998．12，p109
【11】任寒雪，高校工资制度改革势在必行，《辽宁高等教育研究》，1997．6，p28
【12】张俊，高校工资管理新模式研究，《交通高教研究》，1999．2，p66
【13】岳庭耀，我国高校管理的隐性浪费现象，《教育与经济》，2001．1，p38
【14】纪新华，从国外经验看我国高校工资分配制度的改革，《北京理工大学学报》，2000．5，第2卷，第2期，p84
【15】赵会娟，对国企经营者的有效激励，《陕西青年管理干部学院学报》，2001．2，p21
【16】姜万军，激活人力资本强化科技竞争力基础，《科技日报》，2001．1．19
【17】[美]托马斯·B·版社，2001．1，p186
【18】Gary Dessler, Personnel/Human Resource management, Fifth Editionl, PRENTICE HALL PRESS, 1991, p3
【19】王学力编，《企业薪酬设计与管理》，广州：广东经济出版社，2001．9，p143
【20】Shaw, D.G., Developing an Employee Retention Strategy, Presentation Paper, 1999, p6
【21】王长城等编，《薪酬构架原理与技术》，北京：中国经济出版社，2003．1，
p133
【22】深圳市国有企业经营者年薪制实施办法，深圳劳动信息网,wwwshenzhen.molss.gov.cn
【23】滕毅轩，《现代企业人力资源解决方案》，北京：中国物资出版社2003．1，p228
【24】钱省三等，科技知识的市场价值及其知识资本的形成模型，《科学研究》，1998．3，p36
【25】孙玉瑷，刘怀，转变观念 深化高校分配制度改革，《西北农林科技大学学报》，2001．9
【26】赖燕萍，高等学校分配制度改革探索，《佛山科学技术学院学报》，2002，第20卷，第3期，p69
【27】刘华平，高校工资制度改革刍议，《理论导刊》，1998．8，p28
【28】吴文蓉等，知识经济与人力资源管理的创新，《南京经济学院学报》，2001．3，p58
【29】[美]约瑟夫·J．马尔托奇奥著，周眉译，《战略薪酬 人力资源管理方法》，北京：社会科学文献出版社，2002．11，p139
【30】吴林源等，强化企业技术创新的激励，《铁道物资科学管理》，2001．5，p56
【31】刘叶，高校工资体制改革之我见，《湘潭师范学院学报》(自然科学版)，2001．7，p34
【32】李志宏，宇胜公司薪酬体系研究与设计，《中国MBA硕士论文选》，p492
【33】宝利嘉著，《如何评估和考核员工绩效》，北京：中国经济出版社，2002．3，p155
【34】谢礼珊，战略薪酬制度设计，《管理论坛》，2002．10，p23
【35】骆品亮等，研究型大学教师薪资制度再设计研究，《科研管理》，2002．5，p32
【36】贺云侠，《组织管理心理学》，江苏人民出版社，1987年，p112
【1】吴畏主编，《民办教育的改革与发展》，教育科学出版社，2002．12，p13
【2】Prahalad, C. K. ,The Core Competence of the Corporate,Harvard Business Review, May-June, 1990, p79
【3】Brian S.Klaas,Containing Compensation Costs:Why Firms Differ in their Willingness to Reduce Pay,[J].Journal of Management,1999,25(6), p829
【4】李严锋，麦凯编，《薪酬管理》，大连：东北财经大学出版社，2002．2，p3
【5】张帆等编，《薪酬设计技巧》，广州：广东经济出版社，2002．2，p31
【6】何燕珍，企业薪酬管理发展脉络考察，《外国经济与管理》，2002，24卷，第11期，p25
【7】郭惠容，激励理论综述，《企业经济》，2001．6，p56
【8】王长城等编，《薪酬管理》，深圳：海天出版社，2002．9，p8
【9】程承坪著，《企业家人力资本开发》，北京：经济出版社，2002．8，p213
【10】祝蓉，在高校人事管理中充分发挥工资的杠杆作用——浅谈高校工资制度的改革，《西南民族学院学报》，1998．12，p109
【11】任寒雪，高校工资制度改革势在必行，《辽宁高等教育研究》，1997．6，p28
【12】张俊，高校工资管理新模式研究，《交通高教研究》，1999．2，p66
【13】岳庭耀，我国高校管理的隐性浪费现象，《教育与经济》，2001．1，p38
【14】纪新华，从国外经验看我国高校工资分配制度的改革，《北京理工大学学报》，2000．5，第2卷，第2期，p84
【15】赵会娟，对国企经营者的有效激励，《陕西青年管理干部学院学报》，2001．2，p21
【16】姜万军，激活人力资本强化科技竞争力基础，《科技日报》，2001．1．19
【17】[美]托马斯·B·版社，2001．1，p186
【18】Gary Dessler, Personnel/Human Resource management, Fifth Editionl, PRENTICE HALL PRESS, 1991, p3
【19】王学力编，《企业薪酬设计与管理》，广州：广东经济出版社，2001．9，p143
【20】Shaw, D.G., Developing an Employee Retention Strategy, Presentation Paper, 1999, p6
【21】王长城等编，《薪酬构架原理与技术》，北京：中国经济出版社，2003．1，
p133
【22】深圳市国有企业经营者年薪制实施办法，深圳劳动信息网,wwwshenzhen.molss.gov.cn
【23】滕毅轩，《现代企业人力资源解决方案》，北京：中国物资出版社2003．1，p228
【24】钱省三等，科技知识的市场价值及其知识资本的形成模型，《科学研究》，1998．3，p36
【25】孙玉瑷，刘怀，转变观念 深化高校分配制度改革，《西北农林科技大学学报》，2001．9
【26】赖燕萍，高等学校分配制度改革探索，《佛山科学技术学院学报》，2002，第20卷，第3期，p69
【27】刘华平，高校工资制度改革刍议，《理论导刊》，1998．8，p28
【28】吴文蓉等，知识经济与人力资源管理的创新，《南京经济学院学报》，2001．3，p58
【29】[美]约瑟夫·J．马尔托奇奥著，周眉译，《战略薪酬 人力资源管理方法》，北京：社会科学文献出版社，2002．11，p139
【30】吴林源等，强化企业技术创新的激励，《铁道物资科学管理》，2001．5，p56
【31】刘叶，高校工资体制改革之我见，《湘潭师范学院学报》(自然科学版)，2001．7，p34
【32】李志宏，宇胜公司薪酬体系研究与设计，《中国MBA硕士论文选》，p492
【33】宝利嘉著，《如何评估和考核员工绩效》，北京：中国经济出版社，2002．3，p155
【34】谢礼珊，战略薪酬制度设计，《管理论坛》，2002．10，p23
【35】骆品亮等，研究型大学教师薪资制度再设计研究，《科研管理》，2002．5，p32
【36】贺云侠，《组织管理心理学》，江苏人民出版社，1987年，p112