JH公司薪酬研究与再设计
摘要
在企业的人力资源管理工作中,薪酬问题无疑是最为敏感的问题之一。事实上,企业在发展过程中,必须投入大量的时间和精力,借助市场薪酬调查的数据,来调整或者重构自己的薪酬战略和结构。如何获取本行业劳动力市场的的薪酬行情数据以及如何制定公司的薪酬战略,是薪酬管理的核心问题。
本文试图以JH公司这家典型的不完全市场竞争国有企业为例,在辨析企业经营发展战略的基础上,从薪酬结构、职岗管理和绩效管理等角度出发对企业目前的薪酬体系状况进行剖析,发现并分析目前JH公司薪酬体系中存在的问题。针对JH公司目前薪酬体系中存在的问题,在对薪酬基本理论回顾、分析的基础上,在公司内组建了工作分析小组,对工作岗位进行分析。在此基础上,采用了两种评价工具对公司的岗位进行了评价,即用海氏评价法图表对JH公司的关键核心岗位进行岗位评估;采用两两对比法对车间直接工人岗位价值进行评估。结合岗位评估的结果,通过职级序列划分,对企业的职位进行系列划分,在市场薪酬水平调查和分析的基础上,根据职位的重要性程度以及弹性确定公司的薪酬水平和薪酬结构。在此基础上,对JH公司现有薪酬体系进行诊断和再设计,努力探讨对当前国有企业具有普遍借鉴意义的薪酬体系设计和变革的一般规律和方法。
In the human resource management of enterprises, the compensation issue is undoubtedly one of the most sensitive problems. In fact, during the process of development, the enterprises have to invest a great deal of time and energy and, at the same time, in virtue of the data getting from the market, to adjust or reconstruct its compensation strategy or structure. It’s the key issue of the compensation management to decide how to capture the compensation quotations of the relative labor market and how to make the company compensation strategy.
This thesis takes JH Company, a typical national-owned enterprise, as an example by examining its current compensation system in terms of salary structure, personnel management, post management and performance management, and using a survey on the employees' satisfaction on their compensation. This thesis detects some problems in the recently salary system. In illusion to these problems, the author organized a post analysis group to analyze all the posts in the company. Subsequently, the thesis utilized two tools of Post-evaluation to evaluate all the posts in the JH Company, which are the Hay Group post-evaluating system and Double-compared post-evaluating system. Then, the author carved up the system of enterprises' post by carving up the post sequence, the author decide the renewed level and structure of salary, according to the level of market salary and post's effect and flexibility. A general rule and method of designing and innovating the salary system is expected to be useful for reference to modern national-owned enterprises.
本文试图以JH公司这家典型的不完全市场竞争国有企业为例,在辨析企业经营发展战略的基础上,从薪酬结构、职岗管理和绩效管理等角度出发对企业目前的薪酬体系状况进行剖析,发现并分析目前JH公司薪酬体系中存在的问题。针对JH公司目前薪酬体系中存在的问题,在对薪酬基本理论回顾、分析的基础上,在公司内组建了工作分析小组,对工作岗位进行分析。在此基础上,采用了两种评价工具对公司的岗位进行了评价,即用海氏评价法图表对JH公司的关键核心岗位进行岗位评估;采用两两对比法对车间直接工人岗位价值进行评估。结合岗位评估的结果,通过职级序列划分,对企业的职位进行系列划分,在市场薪酬水平调查和分析的基础上,根据职位的重要性程度以及弹性确定公司的薪酬水平和薪酬结构。在此基础上,对JH公司现有薪酬体系进行诊断和再设计,努力探讨对当前国有企业具有普遍借鉴意义的薪酬体系设计和变革的一般规律和方法。
In the human resource management of enterprises, the compensation issue is undoubtedly one of the most sensitive problems. In fact, during the process of development, the enterprises have to invest a great deal of time and energy and, at the same time, in virtue of the data getting from the market, to adjust or reconstruct its compensation strategy or structure. It’s the key issue of the compensation management to decide how to capture the compensation quotations of the relative labor market and how to make the company compensation strategy.
This thesis takes JH Company, a typical national-owned enterprise, as an example by examining its current compensation system in terms of salary structure, personnel management, post management and performance management, and using a survey on the employees' satisfaction on their compensation. This thesis detects some problems in the recently salary system. In illusion to these problems, the author organized a post analysis group to analyze all the posts in the company. Subsequently, the thesis utilized two tools of Post-evaluation to evaluate all the posts in the JH Company, which are the Hay Group post-evaluating system and Double-compared post-evaluating system. Then, the author carved up the system of enterprises' post by carving up the post sequence, the author decide the renewed level and structure of salary, according to the level of market salary and post's effect and flexibility. A general rule and method of designing and innovating the salary system is expected to be useful for reference to modern national-owned enterprises.
引文
[1] 李新建.薪酬管理.天津:南开大学出版社,2003:1-4
[2] 雷万里.薪酬支付的心理效应,2001(12):25-26
[3] Joseph.J.Marotochio,Strategic Compensation.Human Resource Management Approach Prentice Hall,2002(5):4-5
[4] 李严峰,麦凯.薪酬管理.东北财经大学出版社,2002(2):5-6
[5] Nelson Julianne,Business ethics in a competitive market.Journal of Business Ethics,1994(9):663
[6] Hickman.E.Stewart,Pay the Person, Not the Job.Training and Development 2000(11):52-57
[7] Bruce.D.Meyer,Evaluating Welfare Reform.The American Economic Review, 2002(5):373
[8] 余凯成,程文文,陈维政.人力资源管理.大连:大连理工大学出版社,1999:180
[9] 李啸尘.人力资源管理.石油工业出版社,2000:78-81
[10] Micah Wilson,The Psychology of Motivation and Employee Retention.Maintenance Supplies,2005(7):48
[11] Martin G Evans,Herbert’s two-factor theory of motivation.Personal Journal,1970(1):32
[12] 斯蒂芬.P.罗宾斯. 孙健敏,李原等译.组织行为学.北京:中国人民大学出版社,1997:167-211
[13] 余凯成,程文文,陈维政.人力资源管理.大连:大连理工大学出版社,1999:180
[14] 李剑,叶向峰.员工考核与薪酬管理.北京:企业管理出版社,2002:394-395:
[15] 毛军.重塑国有企业薪酬结构.企业改革与管理,2005(8):62-63
[16] Gary Deshler,Human Resource Management.China Rennin University Press,2003:118
[17] Weitzman.M,The share economy.Harvard university Press,1984:23-27
[18] John.M.Ivancevich,John.M.Ivancevich,Human resource management(7 edition).Mechanism Industry Publishing Company,1998:167-168
[19] Gene Stowe,Out sourcing payroll,HR tasks catching on Out Tribute Business Weekly.2006(27):13
[20] 冉斌.薪酬设计六步法.北京:中国经济出版社,2004(1):59-61
[21] 高建华.薪酬实施的基本原则.http://www.ChinaByte.com,2006,3.19
[22] 李剑,叶向峰.员工考核与薪酬管理.北京:企业管理出版社,2002:394-395
[23] 湖南省地矿局水文一队.如何进行工作评价和以岗定薪.当代经济,2005(7):24-25
[24] 王蹼.新编人力资源管理咨询实务.北京:中信工业出版社,2004(6):272-278
[25] 余凯成,程文文,陈维政.人力资源管理.大连:大连理工大学出版社,1999:179-184
[26] 赵砚.做好企业新酬调查,提升薪酬管理水平.经营与管理,2005(2):36
[27] 李倩品,马立.公平理论在薪酬管理中的应用.人事管理,2002(12):36-37
[28] 周成刚.对员工薪酬满意度的分析与思考.沿海企业与科技.2005(8):29
[29] [13F279.24/7.510].张莉.年薪制长期激励的考核问题研究[硕士学位论文].保存地点:南京师范大学,2004
[30] 闰彦明.国企高管薪酬制度如何走向规范.学者与争鸣,2005(7):31
[31] 大卫.J.西克海利. 王天,谢子力译.销售团队的薪酬设计.北京:电子工业出版社,2004:1
[32] 坞国梅.试论销售薪酬模式的设计.企业发展,2005(7):61
[33] John.M.Ivancevich,Human resource management(7 edition).Mc Graw-Hill/Irwin, 2001
[34] 付亚和,许玉林.绩效考核与绩效管理.北京:电子工业出版社,2004
[35] Stephen.P.Robbins,organazation behavior.Prentice Hall,2003(1)
[36] 刘园,李志群.公司薪酬制度概论.北京:中国财政经济出版社,2001:87
[37] 劳动部工资司:岗位技能工资制.北京:中国劳动出版社,1992
[38] T.M.Husband,Work Analysis and Pay structure,McGraw-Hill BookCompany(UK),1996:89-90
[39] 彭剑锋.如何建立企业价值评价与分配体系.北京:中外管理报告精选(二) ,北京:中外管理杂志社,2002:180-185
[40] 王式华.精细打造薪酬杠杆.人力资源开发与管理,2003(2):16-17
[41] 朱柏禧.现代企业的薪酬激励.中国人力资源开发,2002(10):24
[42] 杨升良,任建华.石油企业建立岗效薪点工资制的探索—以胜利油田为例的研究.西安石油学院学报(社会科学版),2003(2):47-49
[43] 高光贵.胜利油田薪酬制度体系基本框架的构想.石油大学学报(社会科学版),2002(3):16-19
[2] 雷万里.薪酬支付的心理效应,2001(12):25-26
[3] Joseph.J.Marotochio,Strategic Compensation.Human Resource Management Approach Prentice Hall,2002(5):4-5
[4] 李严峰,麦凯.薪酬管理.东北财经大学出版社,2002(2):5-6
[5] Nelson Julianne,Business ethics in a competitive market.Journal of Business Ethics,1994(9):663
[6] Hickman.E.Stewart,Pay the Person, Not the Job.Training and Development 2000(11):52-57
[7] Bruce.D.Meyer,Evaluating Welfare Reform.The American Economic Review, 2002(5):373
[8] 余凯成,程文文,陈维政.人力资源管理.大连:大连理工大学出版社,1999:180
[9] 李啸尘.人力资源管理.石油工业出版社,2000:78-81
[10] Micah Wilson,The Psychology of Motivation and Employee Retention.Maintenance Supplies,2005(7):48
[11] Martin G Evans,Herbert’s two-factor theory of motivation.Personal Journal,1970(1):32
[12] 斯蒂芬.P.罗宾斯. 孙健敏,李原等译.组织行为学.北京:中国人民大学出版社,1997:167-211
[13] 余凯成,程文文,陈维政.人力资源管理.大连:大连理工大学出版社,1999:180
[14] 李剑,叶向峰.员工考核与薪酬管理.北京:企业管理出版社,2002:394-395:
[15] 毛军.重塑国有企业薪酬结构.企业改革与管理,2005(8):62-63
[16] Gary Deshler,Human Resource Management.China Rennin University Press,2003:118
[17] Weitzman.M,The share economy.Harvard university Press,1984:23-27
[18] John.M.Ivancevich,John.M.Ivancevich,Human resource management(7 edition).Mechanism Industry Publishing Company,1998:167-168
[19] Gene Stowe,Out sourcing payroll,HR tasks catching on Out Tribute Business Weekly.2006(27):13
[20] 冉斌.薪酬设计六步法.北京:中国经济出版社,2004(1):59-61
[21] 高建华.薪酬实施的基本原则.http://www.ChinaByte.com,2006,3.19
[22] 李剑,叶向峰.员工考核与薪酬管理.北京:企业管理出版社,2002:394-395
[23] 湖南省地矿局水文一队.如何进行工作评价和以岗定薪.当代经济,2005(7):24-25
[24] 王蹼.新编人力资源管理咨询实务.北京:中信工业出版社,2004(6):272-278
[25] 余凯成,程文文,陈维政.人力资源管理.大连:大连理工大学出版社,1999:179-184
[26] 赵砚.做好企业新酬调查,提升薪酬管理水平.经营与管理,2005(2):36
[27] 李倩品,马立.公平理论在薪酬管理中的应用.人事管理,2002(12):36-37
[28] 周成刚.对员工薪酬满意度的分析与思考.沿海企业与科技.2005(8):29
[29] [13F279.24/7.510].张莉.年薪制长期激励的考核问题研究[硕士学位论文].保存地点:南京师范大学,2004
[30] 闰彦明.国企高管薪酬制度如何走向规范.学者与争鸣,2005(7):31
[31] 大卫.J.西克海利. 王天,谢子力译.销售团队的薪酬设计.北京:电子工业出版社,2004:1
[32] 坞国梅.试论销售薪酬模式的设计.企业发展,2005(7):61
[33] John.M.Ivancevich,Human resource management(7 edition).Mc Graw-Hill/Irwin, 2001
[34] 付亚和,许玉林.绩效考核与绩效管理.北京:电子工业出版社,2004
[35] Stephen.P.Robbins,organazation behavior.Prentice Hall,2003(1)
[36] 刘园,李志群.公司薪酬制度概论.北京:中国财政经济出版社,2001:87
[37] 劳动部工资司:岗位技能工资制.北京:中国劳动出版社,1992
[38] T.M.Husband,Work Analysis and Pay structure,McGraw-Hill BookCompany(UK),1996:89-90
[39] 彭剑锋.如何建立企业价值评价与分配体系.北京:中外管理报告精选(二) ,北京:中外管理杂志社,2002:180-185
[40] 王式华.精细打造薪酬杠杆.人力资源开发与管理,2003(2):16-17
[41] 朱柏禧.现代企业的薪酬激励.中国人力资源开发,2002(10):24
[42] 杨升良,任建华.石油企业建立岗效薪点工资制的探索—以胜利油田为例的研究.西安石油学院学报(社会科学版),2003(2):47-49
[43] 高光贵.胜利油田薪酬制度体系基本框架的构想.石油大学学报(社会科学版),2002(3):16-19