支持成都华川电装有限责任公司发展战略的薪酬制度研究
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摘要
为了帮助企业实现战略目标，提升企业的外部竞争力，促进内部组织的均衡发展，重建薪酬体系已经成为目前许多中国企业改革中的一项重要而又紧迫的任务。企业的薪酬制度要结合其经营战略来设计，从战略层面进行分析和思考，要支持企业战略的实施，这样才能有目的地将员工薪资与组织使命和整体目标结合起来，充分发挥薪酬的激励作用。
本文主要涉及到两个基本问题，一个是企业的发展战略问题，另一个是人力资源战略中的薪酬管理问题，这两个问题密切相关。适应企业发展的战略制定之后，需要有实施战略的内部条件支持。人力资源战略是企业战略实施中的一个非常重要的职能性战略，战略实施是否成功与管理者对员工的激励能力和激励水平密切相关，而薪酬则是企业激励员工的一种非常重要的手段。所以本论文紧紧围绕企业薪酬与经营战略如何契合这个论点进行分析论证，并在此基础上设计薪酬体系，以支持企业经营战略的实施。
本论文首先对成都华川电装有限责任公司历史沿革及管理现状进行阐述。然后通过内外部环境分析，制定出该公司的发展战略及中期战略目标，并据此设计出支持其实现的人力资源战略、薪酬理念及目标期望： 包括建立稳定的员工队伍，留住本企业已有的对企业发展具有价值的员工；吸纳企业外对企业发展有价值的员工；激发员工的工作热情，提升员工的潜质，创造高绩效；实现组织目标和员工个人发展目标的协调。接着对该公司现有的薪酬制度进行分析与评价，指出存在的主要问题。然后从技术层面对薪酬设计提出建议：制定薪酬原则和策略，选择薪酬政策。重建由组织系统、指标系统、考核系统、结构系统、支付系统、仲裁系统六大系统组成的薪酬体系。并提出运行此系统的有关要点，包括：规范岗位设置、进行工作分析；进行工作评价；薪酬调查及薪酬定位；提供多样化、人性化的薪酬形式；让员工参与薪酬设计；对战略发展重点设立薪酬特区；组织对考核者的培训等。最后从薪酬方案的实施、修正和调整，薪酬制度改革对企
业发展战略的支持等方面对新的薪酬制度进行评价与思考。
通过本论文的研究，笔者力图为一个改制后的国有企业构建适合其发展的战略目标体系以及与企业战略相契合的薪酬体系，更新管理模式。为成都华川电装有限责任公司在进一步的发展中如何通过薪酬来激励员工，实现公司战略目标提供理论依据和决策参考，并为中国更多处于这种阶段的企业在制定新的薪酬制度时提供参考与借鉴。
To help realize its target of strategy, advance the power of competition and promote the inner organization equipoise development , reestablishment of rewarding system is becoming many China enterprise's an important and pressing task in the reform. Rewarding system must be designed with enterprise's strategy , and must support the implementation of strategy .So that the reward of employees can be banded together with its whole goal and its organization target , fully exert the function of a reward .
The thesis of this article is concerned with two basic problems, one is enterprise strategy, another is the rewarding management of HR strategy, which are closely related. After strategy formulation , it need inner condition support to it . HR strategy is a very important function strategy in the enterprise strategy implement. The succession of strategy implement is decided by the power and level of encouraging employee of governor. Rewarding system is a very important measure to inspire employees.
This article is to reason the issue of agreement with enterprise and management strategy closely, and design a rewarding system to support the implement of enterprise management strategy.
This article first set forth the history and managing status in quo of Chengdu Huachuan Electric Parts Co., Ltd. By the inner and outer environment analysis, make out the company's development strategy and middle time strategy target, design the following related HR strategy, rewarding thought and target expectation . Including establishment of steady employees group, keep the employees that can make contribution to the company , attract the employees that are out of the company , inspire the employee's working fervency and raise the employee's potential qualities to create high performance and try to realize the
development of organization and employee's target coordination. Following are the description and evaluation of the company existing rewarding system, this thesis points out the existing main problems which do not fit for the company's development strategy. Then, make out rewarding principle and methods , choose rewarding policy , rebuild rewarding system which is composed of organizing system , index system , check system , construct system , payment system , arbitration system , put forward some points which related with running the rewarding system : criterion station setting and working analysis , working appraisal , rewarding investigation and positioning, provide diversification and humanity rewarding system ,allow employees participate in the design of rewarding , set up special cases which are the emphasis of the strategy , train the checker .At last , appraise and think deeply the new rewarding system .
By the study , I try to set up a strategy system which is fit for the development of a reformed enterprise and form a rewarding system which is fit for the strategy , update the managing mode , provide a theory according to increase employee 's working spirit and achieve the company's strategy target by rewarding system for Chengdu Huachuan Electric Parts Co., Ltd., also provide study and reference for more enterprise's rewarding system establishment in the same level in China.
本文主要涉及到两个基本问题，一个是企业的发展战略问题，另一个是人力资源战略中的薪酬管理问题，这两个问题密切相关。适应企业发展的战略制定之后，需要有实施战略的内部条件支持。人力资源战略是企业战略实施中的一个非常重要的职能性战略，战略实施是否成功与管理者对员工的激励能力和激励水平密切相关，而薪酬则是企业激励员工的一种非常重要的手段。所以本论文紧紧围绕企业薪酬与经营战略如何契合这个论点进行分析论证，并在此基础上设计薪酬体系，以支持企业经营战略的实施。
本论文首先对成都华川电装有限责任公司历史沿革及管理现状进行阐述。然后通过内外部环境分析，制定出该公司的发展战略及中期战略目标，并据此设计出支持其实现的人力资源战略、薪酬理念及目标期望： 包括建立稳定的员工队伍，留住本企业已有的对企业发展具有价值的员工；吸纳企业外对企业发展有价值的员工；激发员工的工作热情，提升员工的潜质，创造高绩效；实现组织目标和员工个人发展目标的协调。接着对该公司现有的薪酬制度进行分析与评价，指出存在的主要问题。然后从技术层面对薪酬设计提出建议：制定薪酬原则和策略，选择薪酬政策。重建由组织系统、指标系统、考核系统、结构系统、支付系统、仲裁系统六大系统组成的薪酬体系。并提出运行此系统的有关要点，包括：规范岗位设置、进行工作分析；进行工作评价；薪酬调查及薪酬定位；提供多样化、人性化的薪酬形式；让员工参与薪酬设计；对战略发展重点设立薪酬特区；组织对考核者的培训等。最后从薪酬方案的实施、修正和调整，薪酬制度改革对企
业发展战略的支持等方面对新的薪酬制度进行评价与思考。
通过本论文的研究，笔者力图为一个改制后的国有企业构建适合其发展的战略目标体系以及与企业战略相契合的薪酬体系，更新管理模式。为成都华川电装有限责任公司在进一步的发展中如何通过薪酬来激励员工，实现公司战略目标提供理论依据和决策参考，并为中国更多处于这种阶段的企业在制定新的薪酬制度时提供参考与借鉴。
To help realize its target of strategy, advance the power of competition and promote the inner organization equipoise development , reestablishment of rewarding system is becoming many China enterprise's an important and pressing task in the reform. Rewarding system must be designed with enterprise's strategy , and must support the implementation of strategy .So that the reward of employees can be banded together with its whole goal and its organization target , fully exert the function of a reward .
The thesis of this article is concerned with two basic problems, one is enterprise strategy, another is the rewarding management of HR strategy, which are closely related. After strategy formulation , it need inner condition support to it . HR strategy is a very important function strategy in the enterprise strategy implement. The succession of strategy implement is decided by the power and level of encouraging employee of governor. Rewarding system is a very important measure to inspire employees.
This article is to reason the issue of agreement with enterprise and management strategy closely, and design a rewarding system to support the implement of enterprise management strategy.
This article first set forth the history and managing status in quo of Chengdu Huachuan Electric Parts Co., Ltd. By the inner and outer environment analysis, make out the company's development strategy and middle time strategy target, design the following related HR strategy, rewarding thought and target expectation . Including establishment of steady employees group, keep the employees that can make contribution to the company , attract the employees that are out of the company , inspire the employee's working fervency and raise the employee's potential qualities to create high performance and try to realize the
development of organization and employee's target coordination. Following are the description and evaluation of the company existing rewarding system, this thesis points out the existing main problems which do not fit for the company's development strategy. Then, make out rewarding principle and methods , choose rewarding policy , rebuild rewarding system which is composed of organizing system , index system , check system , construct system , payment system , arbitration system , put forward some points which related with running the rewarding system : criterion station setting and working analysis , working appraisal , rewarding investigation and positioning, provide diversification and humanity rewarding system ,allow employees participate in the design of rewarding , set up special cases which are the emphasis of the strategy , train the checker .At last , appraise and think deeply the new rewarding system .
By the study , I try to set up a strategy system which is fit for the development of a reformed enterprise and form a rewarding system which is fit for the strategy , update the managing mode , provide a theory according to increase employee 's working spirit and achieve the company's strategy target by rewarding system for Chengdu Huachuan Electric Parts Co., Ltd., also provide study and reference for more enterprise's rewarding system establishment in the same level in China.
引文
1、中汽协会车用电机电器委员会、全国汽车行业经济技术信息网汽车电器专业网主编——《2002年全国汽车电机电器工业统计与分析》
2、刘军胜编著《薪酬管理实务手册》 机械工业出版社，2002年
3、[美]亚瑟·W·小舍曼，乔治·W·勃兰德，斯科特·A·斯耐尔著《人力资源管理》 张文贤主译 东北财经大学出版社，2001年
4、[美]弗雷德·R·戴维著《战略管理》 李克宁译 经济科学出版社 1998年
5、赖增牧著 《长寿企业战略管理》 经济管理出版社 2002年
6、于满著《企业薪酬设计程序和方法》 《中国人力资源开发》杂志社 2002年第5期
7、张建国著《基于战略的薪酬体系设计模型》 《中国人力资源开发》杂志社 2002年第8期
8、中国汽车工业信息网 http://www.autoinfo.gov.cn
9、中国人力资源开发网 http://www.chinahrd.net
10、国家统计局2003年2月28日《中华人民共和国2002年国民经济和社会发展统计公报》
11、《摩托车信息》2002年第10期 全国摩托车行业经济技术信息网、中国兵器装备集团公司西南兵工局主编
2、刘军胜编著《薪酬管理实务手册》 机械工业出版社，2002年
3、[美]亚瑟·W·小舍曼，乔治·W·勃兰德，斯科特·A·斯耐尔著《人力资源管理》 张文贤主译 东北财经大学出版社，2001年
4、[美]弗雷德·R·戴维著《战略管理》 李克宁译 经济科学出版社 1998年
5、赖增牧著 《长寿企业战略管理》 经济管理出版社 2002年
6、于满著《企业薪酬设计程序和方法》 《中国人力资源开发》杂志社 2002年第5期
7、张建国著《基于战略的薪酬体系设计模型》 《中国人力资源开发》杂志社 2002年第8期
8、中国汽车工业信息网 http://www.autoinfo.gov.cn
9、中国人力资源开发网 http://www.chinahrd.net
10、国家统计局2003年2月28日《中华人民共和国2002年国民经济和社会发展统计公报》
11、《摩托车信息》2002年第10期 全国摩托车行业经济技术信息网、中国兵器装备集团公司西南兵工局主编