民营企业薪酬体系研究

^论文编号:RL116  ^论文字数:12766,页数:18  附外文翻译

 摘    要
 
 作为我国国民经济一支重要力量的民营企业，经过20多年的发展已取得了巨大的成就。中国民营企业迅速发展其中一个重要原因就是，与国有企业比较，民营企业具有相对灵活的薪酬制度。这种灵活一方面意味着企业的薪酬体系与市场变化相适应；但另一方面，也隐含着较大的随意性。实践证明，企业家如果意识到人力资本的重要性，企业能够建立与之相适应的薪酬体系，其生存能力就旺盛；反之，就会陷入员工工作效率低下的不利环境。我国民营企业在薪酬体系设计及其管理实施方面，存在着许多不规范与不科学之处，表现为其薪酬体系设计主要受管理者个人的主观支配，具有很大的随意性，不能满足民营企业经济发展对现代人力资源的需求，这在一定程度上不仅不能引导员工实现价值再创造，而且挫伤了员工的积极性，影响并阻碍着民营企业的发展壮大。因此，对薪酬体系进行适时审视，把握薪酬制度并在必要时作相应调整，是中国民营企业可持续发展的必然要求。本文以一家有代表性的民营企业为例，对其薪酬管理体系开发现状进行分析，并提出相应的对策。
 
 
 关键词：  薪酬体系   人力资本   对策  
 
 
 
Changchun Jingyu Company's Salary System Development of The Status quo and Countermeasures
 
 Abstract：China's national economy as an important force in the private enterprises, after 20 years of development has made tremendous achievements. China's private enterprises developed rapidly one of the important reasons is that, compared with the state-owned enterprises, private enterprises are relatively flexible salary system. On the one hand, this flexibility means that enterprises pay system compatible with the changes in the market, but on the other hand, implies a greater randomness. Practice has proved that if the entrepreneurs aware of the importance of human capital, enterprises can be established in line with the pay system, its viability on the strong contrary, it will lower the efficiency of the staff into the adverse environment. China's private enterprises in the pay system design and management of implementation, there are not many of the norms and unscientific, the performance pay system for the design of the main managers of the subjective personal disposable, and it is very arbitrary, can not meet the private enterprises Economic development of modern human resource needs, to a certain extent, not only can not guide the staff realized the value of re-creation, but also dampened the enthusiasm of the staff affected and hindered the development and expansion of private enterprises. Therefore, the pay system for timely review, grasp the pay system and, if necessary, adjusted accordingly, China's private enterprises is an inevitable requirement for sustainable development. In this paper, a representative of private enterprises as an example, the salaries of its management system developed to analyze the status quo and make the corresponding countermeasures.     Key words：pay system，human capital，measures
 
 
 
目    录
 
一、薪酬体系设计概述 …………………………………………………………………1
 （一） 薪酬的含义及构成……………………………………………………………1
 （二） 薪酬体系设计原则  …………………………………………………………2
 （三） 薪酬体系设计方式  …………………………………………………………3
 （四） 薪酬体系的设计程序  ………………………………………………………3
 二、长春市荆禹光学科技有限责任公司薪酬体系开发现状 …………………………5
 （一）薪酬策略 ………………………………………………………………………5
 （二）岗位评价 ………………………………………………………………………5
 （三）薪酬结构设计 …………………………………………………………………6
三、长春市荆禹光学科技有限责任公司薪酬体系设计中存在问题及原因分析 ……7
 （一）缺乏行之有效的薪酬策略 ……………………………………………………7
 （二）没有进行岗位评价 ……………………………………………………………8
 （三）薪酬体系的制定没做薪酬调查 ………………………………………………9
 （四）薪酬结构设计缺乏激励性 ……………………………………………………9
 （五）薪酬体系不规范、透明性差、弹性差 …………………………………………10
 四、长春市荆禹光学科技有限责任公司薪酬体系设计对策  …………………………11
 （一） 确定薪酬优化策略 ……………………………………………………………11
 （二）进行岗位评价设计具有内部公平性的薪资标准………………………………13
（三）薪酬调查确立具有外部竞争性的薪酬政策……………………………………13
（四）进行薪酬结构设计  ……………………………………………………………14
（五）薪酬体系规范化制度化  ………………………………………………………16
参考文献 …………………………………………………………………………………18

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