S电子研究所改制后的薪酬体系研究
|
摘要
随着社会主义经济体制改革的不断深化,军工科研院所逐步由事业单位改制成科研性企业,直接参与社会市场的竞争。转制后的科研院所是否具有市场竞争力,对员工的科学激励是一重要的环节。薪酬作为一项最重要的激励内容,受到改制后的科研院所的领导和管理者的密切关注。从传统的科研事业单位的薪酬制度转向建立面向市场竞争,提高工作绩效,具有战略导向作用的薪酬体系,是新时期管理者探索、研究的重要内容。
S电子研究所是新中国成立后建立的第一批电子研究所。在计划经济体制下,科研经费全部来自政府和军队的拨款。2002年S电子研究所由事业单位转制成为科研型企业,直接进入市场,参与社会竞争。转制后的S电子研究所经过不懈努力的探索,逐步建立了符合S电子研究所情况和所处行业特点的薪酬体系,为S电子研究所在市场环境中的发展战略提供了强大的动力支持,科研经济效益持续提高,员工薪酬收入不断大幅度增加。伴随着S电子研究所的进一步发展和市场竞争加剧的变化,员工薪酬水平提高却出现了“富兵难带”、“人员难以调配”、“团队凝聚力减弱”等现象。这些现象严重不适应市场竞争的要求,阻碍了S电子研究所科研生产的高效、高质量的运行,影响了市场竞争力的进一步提升。
本文主要针对上述问题,研究薪酬在S电子研究所的激励作用的改善问题。文章通过收集S电子研究所有关资料情况,介绍其科研生产、组织结构、人员和当前所处的国内外等情况,重点介绍薪酬体系的历史演变、现行体系的构成和运行,揭示薪酬实际工作存在的问题及造成的危害,并以此问题作为研究目标。针对这些问题,结合薪酬理论分析计酬的要素,结合岗位评价理论评估岗位的相对价值,结合激励理论分析个人需求特点,尝试在薪酬设计层面上、实施机制层面上提出方案,解决薪酬的公平性不够和激励性不足的问题,并对科研人员、管理人员的薪酬进行具体的设计与改进,同时对薪酬体系的实施效果进行评估。
本文的研究意义在于,对国有军工科研院所转制为科研企业,建立符合自身特点,建立面向市场、具有竞争力的薪酬体系有一定借鉴意义。
Along with deepening reform of socialist economy system, military industry institutes gradually evolve from stated-owned enterprise to corporation system, taking part in social market competition directly. Scientific inspiration and encouragement of staff members plays a key role in deciding whether institute after system transfer will have market competition capability or not. As an important component of staff inspiration and encouragement, salary is drawn attention from leaders and managers of institute. From conventional salary system of scientific stated-owned enterprise to market-oriented competition, to improve work achievements, establishing strategic-guided salary system, is an important content for managers in new era to explore.
S electronics institute is one of the first established institutes after founding of People’s Republic of China. Under planned economy system, research expenditure is from government and forces appropriation. In 2002, S institute transformed to corporation system, entering market to take parting social competition. After continuous effort, salary system matching S institute situation and industry characteristics was gradually established. Thus, great power support is provided for S institute strategic development in existing market. Economy benefit is improved continuously, salary of staff members is gradually increased. Along with further development and exacerbation of market competition, some phenomenon such as“Rich solider is difficult to be leaded, Staff is difficult to dispatch, Team work concentration is weaken”appeared, which hindering effectively operating of S institute, impacting negatively on further enhancement of market competition capability.
In this paper, function and improvement of salary in staff inspiration and encouragement of S institute is studied. By way of collecting relative information of S institute, scientific research, system infrastructure, staff, status quo at home and abroad, evolution historical salary system and existing salary system constitution and operation is introduced. Problem and harm for salary system in practical working is pointed out. Combined with salary design theory, salary calculation elements are analyzed. With help of position evaluation theory, relative value of position is evaluated. Furthermore, employee requirements characteristics are analyzed utilizing encouragement theory. From organization design system, implementation system, solution is trying to be offered to solve salary fairness and insufficient encouragement. On the other hand, salary of researchers and managers is re-designed and improved, implementation and effect of salary system is evaluated simultaneously.
For institute transforming from stated-owned enterprise to corporation, establishing its own market-oriented and competitive salary system, some advice in this paper is suggested.
S电子研究所是新中国成立后建立的第一批电子研究所。在计划经济体制下,科研经费全部来自政府和军队的拨款。2002年S电子研究所由事业单位转制成为科研型企业,直接进入市场,参与社会竞争。转制后的S电子研究所经过不懈努力的探索,逐步建立了符合S电子研究所情况和所处行业特点的薪酬体系,为S电子研究所在市场环境中的发展战略提供了强大的动力支持,科研经济效益持续提高,员工薪酬收入不断大幅度增加。伴随着S电子研究所的进一步发展和市场竞争加剧的变化,员工薪酬水平提高却出现了“富兵难带”、“人员难以调配”、“团队凝聚力减弱”等现象。这些现象严重不适应市场竞争的要求,阻碍了S电子研究所科研生产的高效、高质量的运行,影响了市场竞争力的进一步提升。
本文主要针对上述问题,研究薪酬在S电子研究所的激励作用的改善问题。文章通过收集S电子研究所有关资料情况,介绍其科研生产、组织结构、人员和当前所处的国内外等情况,重点介绍薪酬体系的历史演变、现行体系的构成和运行,揭示薪酬实际工作存在的问题及造成的危害,并以此问题作为研究目标。针对这些问题,结合薪酬理论分析计酬的要素,结合岗位评价理论评估岗位的相对价值,结合激励理论分析个人需求特点,尝试在薪酬设计层面上、实施机制层面上提出方案,解决薪酬的公平性不够和激励性不足的问题,并对科研人员、管理人员的薪酬进行具体的设计与改进,同时对薪酬体系的实施效果进行评估。
本文的研究意义在于,对国有军工科研院所转制为科研企业,建立符合自身特点,建立面向市场、具有竞争力的薪酬体系有一定借鉴意义。
Along with deepening reform of socialist economy system, military industry institutes gradually evolve from stated-owned enterprise to corporation system, taking part in social market competition directly. Scientific inspiration and encouragement of staff members plays a key role in deciding whether institute after system transfer will have market competition capability or not. As an important component of staff inspiration and encouragement, salary is drawn attention from leaders and managers of institute. From conventional salary system of scientific stated-owned enterprise to market-oriented competition, to improve work achievements, establishing strategic-guided salary system, is an important content for managers in new era to explore.
S electronics institute is one of the first established institutes after founding of People’s Republic of China. Under planned economy system, research expenditure is from government and forces appropriation. In 2002, S institute transformed to corporation system, entering market to take parting social competition. After continuous effort, salary system matching S institute situation and industry characteristics was gradually established. Thus, great power support is provided for S institute strategic development in existing market. Economy benefit is improved continuously, salary of staff members is gradually increased. Along with further development and exacerbation of market competition, some phenomenon such as“Rich solider is difficult to be leaded, Staff is difficult to dispatch, Team work concentration is weaken”appeared, which hindering effectively operating of S institute, impacting negatively on further enhancement of market competition capability.
In this paper, function and improvement of salary in staff inspiration and encouragement of S institute is studied. By way of collecting relative information of S institute, scientific research, system infrastructure, staff, status quo at home and abroad, evolution historical salary system and existing salary system constitution and operation is introduced. Problem and harm for salary system in practical working is pointed out. Combined with salary design theory, salary calculation elements are analyzed. With help of position evaluation theory, relative value of position is evaluated. Furthermore, employee requirements characteristics are analyzed utilizing encouragement theory. From organization design system, implementation system, solution is trying to be offered to solve salary fairness and insufficient encouragement. On the other hand, salary of researchers and managers is re-designed and improved, implementation and effect of salary system is evaluated simultaneously.
For institute transforming from stated-owned enterprise to corporation, establishing its own market-oriented and competitive salary system, some advice in this paper is suggested.
引文
1.魏敏.电子类研究所建立全面薪酬管理制度的探索: [硕士学位论文] .成都:西南财经大学,2004:19-20
2.杨明.XX 研究所绩效评价体系的构建与实施:[硕士学位论文].成都:西南交通大学,2006:14-15
3.王春平.经营性事业单位薪酬管理研究:[硕士学位论文].南京:南京理工大学,2004:10-11
4.[国务院关于机关事业单位工作人员工资制度改革的通知],国发[1993]79 号文:1-15
5. 惠青山.团队导向的薪酬设计.中国人力资源开发,2004,10:56-57
6. 余凯成.人力资源开发与管理.北京:企业管理出版社,1997:160-161
7.苟于人.DZ 研究院岗位评价设计与实施:[硕士学位论文] .成都:四川大学,2004:19-20
8. 康士勇,郭京生,汪雪红.薪酬设计.北京:中国劳动社会保障出版社,2006:208-209
9. 顾英伟.现代人力资源开发与管理.北京:机械工业出版社,2000 年:23-27
10. 张艳方芳.DCMC 公司薪酬方案设计: [硕士学位论文].西安:西安理工大学,2002:28-31
11. 胡仓全.薪酬福利福利管理.北京:中国发展出版社,2006:73-76
12 朱飞.绩效管理与薪酬激励.北京:企业管理出版社,2007:265-268
13 王晓英.让薪酬体系真正激励.人力资源开发与管理,2007,1:49-50
14. 刘中讳.JX 公司薪酬体系再设计:[硕士学位论文].成都:西南财经大学,2003:22-23
15. 胡八一.薪酬设计案例精选.北京:北京大学出版社,2007:1-16
16. V.H.Vrom.Work and Motivation[M].New York:John Wiley and sons, 1964,25-28
17. 刘霞.高科技企业科技人员薪酬激励探讨:[硕士学位论文].北京:首都经济贸易大学,2006:32-33
18 王粒权,刘新阳.2006 中国人力资源管理的十大问题与对策,2007,2:23:24
19. A.H.Maslow.Motivation and personality[M].New York:Harperand Row,1954,22-20
20. 陈军.SC 电子有限公司薪酬体系设计与研究:[硕士学位论文] .大连:大连理工大学,2005:44-44
21. 吕天明.岗位评价技术在科研事业单位中的应用的探讨.科研管理,2005,5:33-35
2.杨明.XX 研究所绩效评价体系的构建与实施:[硕士学位论文].成都:西南交通大学,2006:14-15
3.王春平.经营性事业单位薪酬管理研究:[硕士学位论文].南京:南京理工大学,2004:10-11
4.[国务院关于机关事业单位工作人员工资制度改革的通知],国发[1993]79 号文:1-15
5. 惠青山.团队导向的薪酬设计.中国人力资源开发,2004,10:56-57
6. 余凯成.人力资源开发与管理.北京:企业管理出版社,1997:160-161
7.苟于人.DZ 研究院岗位评价设计与实施:[硕士学位论文] .成都:四川大学,2004:19-20
8. 康士勇,郭京生,汪雪红.薪酬设计.北京:中国劳动社会保障出版社,2006:208-209
9. 顾英伟.现代人力资源开发与管理.北京:机械工业出版社,2000 年:23-27
10. 张艳方芳.DCMC 公司薪酬方案设计: [硕士学位论文].西安:西安理工大学,2002:28-31
11. 胡仓全.薪酬福利福利管理.北京:中国发展出版社,2006:73-76
12 朱飞.绩效管理与薪酬激励.北京:企业管理出版社,2007:265-268
13 王晓英.让薪酬体系真正激励.人力资源开发与管理,2007,1:49-50
14. 刘中讳.JX 公司薪酬体系再设计:[硕士学位论文].成都:西南财经大学,2003:22-23
15. 胡八一.薪酬设计案例精选.北京:北京大学出版社,2007:1-16
16. V.H.Vrom.Work and Motivation[M].New York:John Wiley and sons, 1964,25-28
17. 刘霞.高科技企业科技人员薪酬激励探讨:[硕士学位论文].北京:首都经济贸易大学,2006:32-33
18 王粒权,刘新阳.2006 中国人力资源管理的十大问题与对策,2007,2:23:24
19. A.H.Maslow.Motivation and personality[M].New York:Harperand Row,1954,22-20
20. 陈军.SC 电子有限公司薪酬体系设计与研究:[硕士学位论文] .大连:大连理工大学,2005:44-44
21. 吕天明.岗位评价技术在科研事业单位中的应用的探讨.科研管理,2005,5:33-35