中国核工业第二三建设公司薪酬制度改革的思考
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摘要
中国核工业第二三建设公司(以下简称二三公司)作为我国核工业系统的综合性设备安装公司,自1958年成立以来以核电工程、核工程和国防军工工程建设为主营业务,承担了国内大部分核设施的安装施工任务,奠定了国内核电站工程、核工程设备安装市场的主要承包商地位。目前公司已经迈入一个新的发展阶段,当前阶段既有大好的发展机遇,更面临着前所未有的巨大挑战。这种挑战一方面来自于同行业企业间的激烈竞争,但更主要的还是源自公司自身存在着诸多制约发展的“瓶颈”。其中薪酬激励机制便是这诸多“瓶颈”中的一个。公司在当前新的发展阶段要实现更好更快发展的目标,进而实现企业战略远景目标,必须对现行薪酬激励机制进行进一步改革,有效突破这一发展“瓶颈”。
本文通过对二三公司现实环境分析,从企业战略层面提出二三公司现行薪酬分配存在的最大问题是:缺乏清晰的薪酬战略、薪酬理念和策略,薪酬制度的设计与企业战略脱节,薪酬分配对企业战略的支撑作用不明显。从企业战略高度提出二三公司近年薪酬制度改革的基本思路、方向和重点是:根据公司发展战略,科学制订公司的薪酬策略,提出与企业价值理念相一致的薪酬理念;根据薪酬改革的理论与公司的实际提出在实施薪酬改革中的方向、重点,进而增强公司在未来薪酬竞争中的主动性,实现薪酬改革的预期目的,推动公司又好又快地发展。
Chinese Nuclear Industry 23rd Construction Corporation(CNI23), as a synthetic equipment-installing company of Chinese nuclear industry system, was founded in 1958. Its main businesses are nuclear power engineering, nuclear engineering and national defense industry projects. It undertakes all the tasks of mainland's installation of nuclear facilities, and it also has gained the main contractor status of the domestic nuclear power plant projects and the market of nuclear engineering equipment installation. At present, the company has entered into a new development stage, confronting with the exciting opportunities and unprecedented great challenges at the same time. On one hand, such challenges come from the fierce competition among enterprises in the same industry, but more importantly, there are more“bottlenecks" deriving from the company itself, restricting the development of the company. The pay incentive mechanism is one of the "bottlenecks". To achieve the goal of developing better and faster in current stage, and then to realize the long-term strategic vision of CNI23, we have to reform further payment incentives of the current mechanism, breakthrough the "bottleneck”of development effectively.
Based on the current circumstance of CNI23,this paper analyzes CNI23’s current distribution system, the biggest problem from the enterprise strategic level. The system is lack of a clear strategy for the payment, including the philosophy and policies. The design of payment system is out of the line of CNI23’s strategy, and the supporting role of payment distribution to CNI23 strategy is not obvious. The basic ideas, direction and focus of CNI23’s payment system proposed by this paper coming from enterprise strategic height formulate scientific payment strategy for CNI23, consisting of the payment concept which is consistent with CNI23’s value concepts. According to payment reformation theory and practical ideas, we obtain direction and focus in the payment reform, and we also achieve our goal that enhances CNI23’s competitiveness in the future by making payment reform into force.
本文通过对二三公司现实环境分析,从企业战略层面提出二三公司现行薪酬分配存在的最大问题是:缺乏清晰的薪酬战略、薪酬理念和策略,薪酬制度的设计与企业战略脱节,薪酬分配对企业战略的支撑作用不明显。从企业战略高度提出二三公司近年薪酬制度改革的基本思路、方向和重点是:根据公司发展战略,科学制订公司的薪酬策略,提出与企业价值理念相一致的薪酬理念;根据薪酬改革的理论与公司的实际提出在实施薪酬改革中的方向、重点,进而增强公司在未来薪酬竞争中的主动性,实现薪酬改革的预期目的,推动公司又好又快地发展。
Chinese Nuclear Industry 23rd Construction Corporation(CNI23), as a synthetic equipment-installing company of Chinese nuclear industry system, was founded in 1958. Its main businesses are nuclear power engineering, nuclear engineering and national defense industry projects. It undertakes all the tasks of mainland's installation of nuclear facilities, and it also has gained the main contractor status of the domestic nuclear power plant projects and the market of nuclear engineering equipment installation. At present, the company has entered into a new development stage, confronting with the exciting opportunities and unprecedented great challenges at the same time. On one hand, such challenges come from the fierce competition among enterprises in the same industry, but more importantly, there are more“bottlenecks" deriving from the company itself, restricting the development of the company. The pay incentive mechanism is one of the "bottlenecks". To achieve the goal of developing better and faster in current stage, and then to realize the long-term strategic vision of CNI23, we have to reform further payment incentives of the current mechanism, breakthrough the "bottleneck”of development effectively.
Based on the current circumstance of CNI23,this paper analyzes CNI23’s current distribution system, the biggest problem from the enterprise strategic level. The system is lack of a clear strategy for the payment, including the philosophy and policies. The design of payment system is out of the line of CNI23’s strategy, and the supporting role of payment distribution to CNI23 strategy is not obvious. The basic ideas, direction and focus of CNI23’s payment system proposed by this paper coming from enterprise strategic height formulate scientific payment strategy for CNI23, consisting of the payment concept which is consistent with CNI23’s value concepts. According to payment reformation theory and practical ideas, we obtain direction and focus in the payment reform, and we also achieve our goal that enhances CNI23’s competitiveness in the future by making payment reform into force.
引文
[1] 施东挥,《经理期权计划在美国公司的兴起和影响》.世界经济,2000,(7)
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[4] 王长城,姚裕群, 《薪酬制度与管理》.北京:高等教育出版社,2005
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[8] (英)理查德·索普等,《企业薪酬体系设计与实施》,北京,电子工业出版社,2003 年
[9] 陈思明,《现代薪酬学》,上海,立信会计出版社,2004
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[11] (美)埃德?劳勒.《策略性薪酬》.《企业策略与薪酬体系相结合》机械 工业出版社,1998
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[14] 陈 鹏,《改革薪酬制度刻不容缓》.中国人力资源管理网,2002
[15] 魏 煜,《企业的薪酬设计的改进》环球管理,2001,(10)
[16] 范钰兰,《薪酬管理创新的动因》.企业改革与管理,2002,(5)
[17] 吴延兵,《谨防激励陷阱》. 人事管理.2003,(3)
[18] 刘 扬,《如何激励员工》.企业管理(京),2002,(4)
[19] 孙建开,程爱学,《人事总监》.西北大学出版社,2002
[20] 杨春生,刘家福,《设计现代企业薪酬方案之浅见》.辽宁经济,2002,(3)
[21] 刘军胜,《薪酬管理实务手册》.北京:机械工业出版社,2005,
[22] 国家发展和改革委员会,《核电中长期发展规划(2005-2020 年)》,2007年 10 月
[2] 李宏,廖晓慧, 《美、日、德三国企业经营者年薪制概览》.价格月刊,2005,(9)
[3] 水会莉,《我国企业薪酬制度发展研究》.管理科学文摘,2005,(7)
[4] 王长城,姚裕群, 《薪酬制度与管理》.北京:高等教育出版社,2005
[5] 许玉林,《薪酬管理》. 中国人民大学劳动人事学院 ,2006,P20
[6] 《人力资源管理专业知识与务实》.北京:中国人事出版社,2002
[7] (美)威廉·P·安东尼等,《人力资源管理—战略方法》,中信出版社,2004
[8] (英)理查德·索普等,《企业薪酬体系设计与实施》,北京,电子工业出版社,2003 年
[9] 陈思明,《现代薪酬学》,上海,立信会计出版社,2004
[10] (美)加里?德斯勒.《人力资源管理》.中国人民大学出版社,1999
[11] (美)埃德?劳勒.《策略性薪酬》.《企业策略与薪酬体系相结合》机械 工业出版社,1998
[12] 陈淑妮,《企业人力资本的三大激励机制》.经济管理,2002
[13] 王一江,孔繁敏,《现代企业中的人力资源管理》.上海人民出版社,1998
[14] 陈 鹏,《改革薪酬制度刻不容缓》.中国人力资源管理网,2002
[15] 魏 煜,《企业的薪酬设计的改进》环球管理,2001,(10)
[16] 范钰兰,《薪酬管理创新的动因》.企业改革与管理,2002,(5)
[17] 吴延兵,《谨防激励陷阱》. 人事管理.2003,(3)
[18] 刘 扬,《如何激励员工》.企业管理(京),2002,(4)
[19] 孙建开,程爱学,《人事总监》.西北大学出版社,2002
[20] 杨春生,刘家福,《设计现代企业薪酬方案之浅见》.辽宁经济,2002,(3)
[21] 刘军胜,《薪酬管理实务手册》.北京:机械工业出版社,2005,
[22] 国家发展和改革委员会,《核电中长期发展规划(2005-2020 年)》,2007年 10 月