基于宽带薪酬的九芝堂管理人员薪酬激励方案研究
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摘要
随着知识经济时代的到来,现代企业中所面临的首要问题已不完全是资金、技术等问题,而是人力资源的竞争,即劳动者体能、智能、知识、管理、信息量的竞争,因此,如何激励企业员工特别是管理人员的积极性,一直以来都是现代企业亟待研究和解决的重要课题。
论文以薪酬理论及宽带薪酬理论作为理论基础,对九芝堂股份有限公司管理人员薪酬体系现状进行了诊断分析,重点指出了该公司管理人员现有的岗位等级制薪酬体系模式所存在的问题。针对这些问题,论文通过问卷调查分析,基于宽带薪酬理论,具体设计了适合该企业的管理人员新型薪酬激励体系方案,对新型薪酬激励体系的设计原则、设计程序、主要构成及实施步骤进行了详细的设计。所设计的薪酬激励方案,在创造弹性空间、改善薪酬管理手段,提升薪酬管理水平、丰富薪酬激励方式等方面将发挥积极作用。
With the coming of knowledge economy era, the primary problems of modern enterprises are not about issues like capital and technology, but about the competition of human resources, that is, the competition of employee's physical ability, aptitude, knowledge, management and information resources. Thus, how to motivate the employees and administrative staff to exert their potentials has become very an important issue of modern enterprises.
Based on salary and reward theory and broadband compensation theory, this paper analyzed the current situation of the salary and reward system of administrative staff in Hunan Jiuzhitang Limited Company and pointed out the problems of the present hierarchy compensation system of administrative staffs. Confronting with this problem, we investigated through questionnaire and designed a new salary and reward system which is suitable for the enterprise. Detailed design on the principle, procedure, constructs and application of the new system is illustrated in this paper. The new salary and reward motivation system will play an active role in creating flexible space, improving salary and reward administrative method, improving salary and reward management level and enriching the means of salary and rewards motivation.
论文以薪酬理论及宽带薪酬理论作为理论基础,对九芝堂股份有限公司管理人员薪酬体系现状进行了诊断分析,重点指出了该公司管理人员现有的岗位等级制薪酬体系模式所存在的问题。针对这些问题,论文通过问卷调查分析,基于宽带薪酬理论,具体设计了适合该企业的管理人员新型薪酬激励体系方案,对新型薪酬激励体系的设计原则、设计程序、主要构成及实施步骤进行了详细的设计。所设计的薪酬激励方案,在创造弹性空间、改善薪酬管理手段,提升薪酬管理水平、丰富薪酬激励方式等方面将发挥积极作用。
With the coming of knowledge economy era, the primary problems of modern enterprises are not about issues like capital and technology, but about the competition of human resources, that is, the competition of employee's physical ability, aptitude, knowledge, management and information resources. Thus, how to motivate the employees and administrative staff to exert their potentials has become very an important issue of modern enterprises.
Based on salary and reward theory and broadband compensation theory, this paper analyzed the current situation of the salary and reward system of administrative staff in Hunan Jiuzhitang Limited Company and pointed out the problems of the present hierarchy compensation system of administrative staffs. Confronting with this problem, we investigated through questionnaire and designed a new salary and reward system which is suitable for the enterprise. Detailed design on the principle, procedure, constructs and application of the new system is illustrated in this paper. The new salary and reward motivation system will play an active role in creating flexible space, improving salary and reward administrative method, improving salary and reward management level and enriching the means of salary and rewards motivation.
引文
[1](美)乔治·T·米尔科维奇,杰里·M·纽曼著.《薪酬管理》[M].北京:中国人民大学出版社,2002
[2]Richard Thorpe and Gill Homan.Strategic Reward Systems,Pearson Education Limited,2003
[3]Thomas D.Wilson.Innovative Reward Systems For The Changing Workplace,McGraw-Hill Companies,2004
[4]Gary Dessler.Human Resource management,6th edition,Prentice Hall,1997
[5]J hon E.Tropman.The Compensation Solution,Jhon Wiley&Sons,Inc.2001
[6]国家计委宏观经济研究院“中国城镇居民收入差距适度性分析”课题组,居民收入差距可承受范围研究.人民日报,2002.4
[7]李拓.新时期阶级阶层结构问题研究.中国财经出版社,2002
[8]中国社会科学院经济研究所收入分配课题组.我国居民收入分配趋势与对策.人民日报,2002.7
[9]劳动工资研究所课题组.关于我国城镇居民收入分配问题探讨.劳动工资动态,2001.9
[10]国家统计局.从基尼系数看贫富差距.中国统计信息网,2001.1
[11]曾国安郑美琴.中国与其他经济转轨国家居民收入差距变化的比较.当代经济研究,2002.3:46-49
[12]刘昕.薪酬福利管理.对外经济贸易大学出版社,2004
[13]张建国.薪酬体系设计.北京工业大学出版社,2003
[14]金雪军、余津津股票期权激励机制与国有改革.管理世界 2000.5:62-63
[15]刘洪,赵曙明.企业原则、影响因素与方案,中国软件科学,2000.6:23-26
[16]龚齐.关于企业经营者年薪制的理论与分析.中国工业经济,1998.6:56-59
[17]高良谋.试行企业经营者年薪制存在的问题.中国工业经济,1997.4:12-13
[18]王焕宁.基于EVA的年薪制设计.中国管理传播网,2004.3
[19]彭壁玉,战略薪酬模式的选择.中国人力资源开发,2003,(6)
[20]罗梦娜.宽带薪酬的基本理论和初步设计.科技创业,2006.10:114-116
[21]Masao Nakaamura,olafHubler.The Bonus Share of Flexbile Pay in Germany,Japan,and the US:Some Emprieal Regularities.Japan and the Worid Eocnomy,1998(10):221-232
[22]Mikovieh,G.T.& Newman.J.M.Compenstion.Riehdar D,Irwin,Inc USA,1993
[23]James W.Walker.Human Reosuere Strategy.2001
[24](美)爱德华.E劳勒三世,卓越价值一基于绩效的薪酬方案设计.电子工业出版社,2004
[25]孟莉.薪酬设计应注意的几个问题.www.hr.com.cn,2004.3.8.
[26]朱勇国.应对复杂的环境.通过人力资源获取竞争优势一浅谈人力资源战略规划的意义和范围.人口与经济,2002,(10)
[27]安宇航.基于整合的人力资源战略管理思想与基本框架.郑州纺织工学院学报,1998,(6)
[28]饶征,孙波.以KPI为核心的绩效管理,中国人民大学出版社,2003
[2]Richard Thorpe and Gill Homan.Strategic Reward Systems,Pearson Education Limited,2003
[3]Thomas D.Wilson.Innovative Reward Systems For The Changing Workplace,McGraw-Hill Companies,2004
[4]Gary Dessler.Human Resource management,6th edition,Prentice Hall,1997
[5]J hon E.Tropman.The Compensation Solution,Jhon Wiley&Sons,Inc.2001
[6]国家计委宏观经济研究院“中国城镇居民收入差距适度性分析”课题组,居民收入差距可承受范围研究.人民日报,2002.4
[7]李拓.新时期阶级阶层结构问题研究.中国财经出版社,2002
[8]中国社会科学院经济研究所收入分配课题组.我国居民收入分配趋势与对策.人民日报,2002.7
[9]劳动工资研究所课题组.关于我国城镇居民收入分配问题探讨.劳动工资动态,2001.9
[10]国家统计局.从基尼系数看贫富差距.中国统计信息网,2001.1
[11]曾国安郑美琴.中国与其他经济转轨国家居民收入差距变化的比较.当代经济研究,2002.3:46-49
[12]刘昕.薪酬福利管理.对外经济贸易大学出版社,2004
[13]张建国.薪酬体系设计.北京工业大学出版社,2003
[14]金雪军、余津津股票期权激励机制与国有改革.管理世界 2000.5:62-63
[15]刘洪,赵曙明.企业原则、影响因素与方案,中国软件科学,2000.6:23-26
[16]龚齐.关于企业经营者年薪制的理论与分析.中国工业经济,1998.6:56-59
[17]高良谋.试行企业经营者年薪制存在的问题.中国工业经济,1997.4:12-13
[18]王焕宁.基于EVA的年薪制设计.中国管理传播网,2004.3
[19]彭壁玉,战略薪酬模式的选择.中国人力资源开发,2003,(6)
[20]罗梦娜.宽带薪酬的基本理论和初步设计.科技创业,2006.10:114-116
[21]Masao Nakaamura,olafHubler.The Bonus Share of Flexbile Pay in Germany,Japan,and the US:Some Emprieal Regularities.Japan and the Worid Eocnomy,1998(10):221-232
[22]Mikovieh,G.T.& Newman.J.M.Compenstion.Riehdar D,Irwin,Inc USA,1993
[23]James W.Walker.Human Reosuere Strategy.2001
[24](美)爱德华.E劳勒三世,卓越价值一基于绩效的薪酬方案设计.电子工业出版社,2004
[25]孟莉.薪酬设计应注意的几个问题.www.hr.com.cn,2004.3.8.
[26]朱勇国.应对复杂的环境.通过人力资源获取竞争优势一浅谈人力资源战略规划的意义和范围.人口与经济,2002,(10)
[27]安宇航.基于整合的人力资源战略管理思想与基本框架.郑州纺织工学院学报,1998,(6)
[28]饶征,孙波.以KPI为核心的绩效管理,中国人民大学出版社,2003