LYHB集团公司薪酬体系设计
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摘要
2005年元月国家发改委和交通部联合发布了《国家高速公路网规划》。根据规划,我国将用30年的时间,投资2万亿人民币,建成总长为8.5万公里的国家高速公路网络。市场规模的扩大,在给路桥施工企业带来发展机遇的同时,也带来了许多挑战。本文的案例企业LYHB集团公司正是在这种背景下,从一家省内业务为主的小公司迅速发展成为项目遍及全国各地的大型企业集团。集团公司业务的迅速扩张,首先带来的挑战之一就是管理上的滞后。尤其是在薪酬管理方面,落后的薪酬体系已经制约了公司的发展,现有体系内部缺乏公平性,外部缺乏竞争性。已经造成核心员工的流失,给日益发展的公司带来了人力资源的困境。
本文采用SWOT分析法、定量与定性相结合的研究方法。在辨析企业经营发展战略的基础之上,结合薪酬满意度调查,从薪酬标准、岗位设置和绩效管理等角度对企业目前的薪酬体系状况进行剖析,发现目前薪酬体系中存在的问题。针对目前薪酬体系存在的问题,在对薪酬基本理论回顾和分析的基础上,采用要素计点法对关键核心岗位进行岗位评价。结合岗位评价的结果,对企业的岗位进行职位系列划分,并根据市场薪酬水平确定薪酬政策线,从而确定标准和薪酬幅度。
本文根据薪酬发展的相关理论,认真研究了建设施工类企业的薪酬管理的特点。依据该类企业的岗位分布的特性,将集团公司岗位分为机关部门员工和项目部员工两大类,并根据两类岗位的不同性质,制定了职位工资体系和绩效工资体系两类不同的薪酬制度。这种设计方法可以对建筑施工类企业有一定的参考意义。
State Development reform commission and ministry of communications published《THE PLAN OF STATE NETWORK OF EXPRESSWAY》in Jan, 2005. By this plan, our country will spend 30 years, invest 2 hundred million Yuan, building up the overall length of state network of expressway is 85,000 kilometers. The enlarged market bring us more opportunity. But at the seem time, it will bring us more challenges. In this case, LYHB Group Ltd has developed into a large enterprise group, its project all around the country. The business expansion brought a first challenge was fall behind in management. Especially for pay management, the development of group is conditioned by it. Existing system was lack of equity inside and lack of competition outside. Brain drain brought predicament of human resource.
This paper mixed three ways to analyzed, such as SWOT analysis, quantity and qualitative. Based on analyzing the enterprise developer strategy, integrating the investigation of payment satisfaction, we analyzed the enterprise's payment system from the view of payment standard, post installation and effect management. Aim for to found the problem of the payment system. From the existing problem to appraise the core position with the factor accounting method based on the review and analyze the basic theory of payment . We divided the position based on this appraise. And then, based on the market payment level to definite the level of enterprise's payment.
This paper according to the payment developed theory, analyzing the characteristic of construction enterprise's payment. Based on the characteristic of these enterprise's position distribution to divided the position into two part: clerk and Worker at the production line. Based on the deferent characteristic to definite the different payment system. This designing may helpful for the construction enterprises.
本文采用SWOT分析法、定量与定性相结合的研究方法。在辨析企业经营发展战略的基础之上,结合薪酬满意度调查,从薪酬标准、岗位设置和绩效管理等角度对企业目前的薪酬体系状况进行剖析,发现目前薪酬体系中存在的问题。针对目前薪酬体系存在的问题,在对薪酬基本理论回顾和分析的基础上,采用要素计点法对关键核心岗位进行岗位评价。结合岗位评价的结果,对企业的岗位进行职位系列划分,并根据市场薪酬水平确定薪酬政策线,从而确定标准和薪酬幅度。
本文根据薪酬发展的相关理论,认真研究了建设施工类企业的薪酬管理的特点。依据该类企业的岗位分布的特性,将集团公司岗位分为机关部门员工和项目部员工两大类,并根据两类岗位的不同性质,制定了职位工资体系和绩效工资体系两类不同的薪酬制度。这种设计方法可以对建筑施工类企业有一定的参考意义。
State Development reform commission and ministry of communications published《THE PLAN OF STATE NETWORK OF EXPRESSWAY》in Jan, 2005. By this plan, our country will spend 30 years, invest 2 hundred million Yuan, building up the overall length of state network of expressway is 85,000 kilometers. The enlarged market bring us more opportunity. But at the seem time, it will bring us more challenges. In this case, LYHB Group Ltd has developed into a large enterprise group, its project all around the country. The business expansion brought a first challenge was fall behind in management. Especially for pay management, the development of group is conditioned by it. Existing system was lack of equity inside and lack of competition outside. Brain drain brought predicament of human resource.
This paper mixed three ways to analyzed, such as SWOT analysis, quantity and qualitative. Based on analyzing the enterprise developer strategy, integrating the investigation of payment satisfaction, we analyzed the enterprise's payment system from the view of payment standard, post installation and effect management. Aim for to found the problem of the payment system. From the existing problem to appraise the core position with the factor accounting method based on the review and analyze the basic theory of payment . We divided the position based on this appraise. And then, based on the market payment level to definite the level of enterprise's payment.
This paper according to the payment developed theory, analyzing the characteristic of construction enterprise's payment. Based on the characteristic of these enterprise's position distribution to divided the position into two part: clerk and Worker at the production line. Based on the deferent characteristic to definite the different payment system. This designing may helpful for the construction enterprises.
引文
【1】乔治·T.米尔科维奇著,董克用等译.薪酬管理.北京:人民大学出版社出版社,2004.
【2】兰斯·A.伯杰(Lance A.Berger)多萝西·R.伯杰(Dorothy R.Berger)等著,文跃然 周欢 欧阳杰等译.薪酬手册,北京:清华大学出版社,2006.
【3】刘银花等编著,薪酬管理.大连:东北财经大学出版社,2007.
【4】萨缪尔森著,经济学12版.北京:中国发展出版社,1992.
【5】秦肖,王秀丽.发展中的薪酬体系.现代管理科学,2006,(12).
【6】斯蒂芬·P·罗宾斯著,组织行为学10版.北京:中国人民大学出版社,2005.
【7】加里·德斯勒(Gary Dessler)著,刘欣 吴雯芳等译.人力资源管理(第六版).北京:中国人民大学出版社,2004.
【8】方璐萍.从内部公平原则看企业薪酬激励机制.广州市经济管理干部学院学报,2005,(1)
【9】张泰.国有企业年薪制探讨.企业研究,2007,(1).
【10】刘昕等编著,薪酬管理.北京:中国人民大学出版社,2004.
【11】陈勇.宽带薪酬:基于扁平组织结构的薪酬体系设计新视点.技术经济,2005,(6).
【12】王吉鹏主编,薪酬管理—战略性薪酬结构化设计.北京:中国劳动社会保障出版社,2005.
【13】王秋红,陈幼明.IT企业如何进行有效的薪酬制度设计.社科纵横,2003,(02).
【14】王璞主编,人力资源管理咨询实务.北京:机械工业出版社,2005.
【15】施冬梅.人力资源管理中优化薪酬结构的探索.现代管理科学,2004,(5).
【16】田效勋.薪酬模式设计.企业管理,2003,(10).
【17】李新建编著,企业薪酬管理.天津:南开大学出版社,2005.
【18】范存艳.岗位评估在薪酬设计中的应用.人力资源,2004,(1).
【19】李超左,陈军.要素评分法之影响因素研究.现代管理科学,2005,(11).
【20】顾英伟,张志强.企业全面薪酬体系研究.现代管理科学,2007,(8).
【21】王长城编著,薪酬构架原理与技术.北京:中国经济出版社,2005.
【22】苗海英.浅谈薪酬体系设计与管理创新.经济论坛,2006,(12).
【23】张芸,邵华.企业薪酬管理体系的分析与设计.管理科学文摘,2003,(4).
【24】刘昕.美国联邦政府薪酬宽带试验及其启示.公共管理学报,2004,(1).
【25】贾俊平著,统计学.北京:中国人民大学出版社,2003.
【26】David J.Cherrington,The Management of Human Resources,Prentice Hall International Inc.1995.
【27】George T.Milkovich,John W.Boudreau,Human Resources Management,Richard D.Irwin Inc.1991.
【28】Lazear E,Performance Pay and Productivity,American Economic Review.2004,90(5)P:1346-1361.
【2】兰斯·A.伯杰(Lance A.Berger)多萝西·R.伯杰(Dorothy R.Berger)等著,文跃然 周欢 欧阳杰等译.薪酬手册,北京:清华大学出版社,2006.
【3】刘银花等编著,薪酬管理.大连:东北财经大学出版社,2007.
【4】萨缪尔森著,经济学12版.北京:中国发展出版社,1992.
【5】秦肖,王秀丽.发展中的薪酬体系.现代管理科学,2006,(12).
【6】斯蒂芬·P·罗宾斯著,组织行为学10版.北京:中国人民大学出版社,2005.
【7】加里·德斯勒(Gary Dessler)著,刘欣 吴雯芳等译.人力资源管理(第六版).北京:中国人民大学出版社,2004.
【8】方璐萍.从内部公平原则看企业薪酬激励机制.广州市经济管理干部学院学报,2005,(1)
【9】张泰.国有企业年薪制探讨.企业研究,2007,(1).
【10】刘昕等编著,薪酬管理.北京:中国人民大学出版社,2004.
【11】陈勇.宽带薪酬:基于扁平组织结构的薪酬体系设计新视点.技术经济,2005,(6).
【12】王吉鹏主编,薪酬管理—战略性薪酬结构化设计.北京:中国劳动社会保障出版社,2005.
【13】王秋红,陈幼明.IT企业如何进行有效的薪酬制度设计.社科纵横,2003,(02).
【14】王璞主编,人力资源管理咨询实务.北京:机械工业出版社,2005.
【15】施冬梅.人力资源管理中优化薪酬结构的探索.现代管理科学,2004,(5).
【16】田效勋.薪酬模式设计.企业管理,2003,(10).
【17】李新建编著,企业薪酬管理.天津:南开大学出版社,2005.
【18】范存艳.岗位评估在薪酬设计中的应用.人力资源,2004,(1).
【19】李超左,陈军.要素评分法之影响因素研究.现代管理科学,2005,(11).
【20】顾英伟,张志强.企业全面薪酬体系研究.现代管理科学,2007,(8).
【21】王长城编著,薪酬构架原理与技术.北京:中国经济出版社,2005.
【22】苗海英.浅谈薪酬体系设计与管理创新.经济论坛,2006,(12).
【23】张芸,邵华.企业薪酬管理体系的分析与设计.管理科学文摘,2003,(4).
【24】刘昕.美国联邦政府薪酬宽带试验及其启示.公共管理学报,2004,(1).
【25】贾俊平著,统计学.北京:中国人民大学出版社,2003.
【26】David J.Cherrington,The Management of Human Resources,Prentice Hall International Inc.1995.
【27】George T.Milkovich,John W.Boudreau,Human Resources Management,Richard D.Irwin Inc.1991.
【28】Lazear E,Performance Pay and Productivity,American Economic Review.2004,90(5)P:1346-1361.