民營企業薪酬體系研究

論文編號:RL116  論文字數:12766,頁數:18  附外文翻譯

 摘    要
 
 作為我國國民經濟一支重要力量的民營企業，經過20多年的發展已取得了巨大的成就。中國民營企業迅速發展其中一個重要原因就是，與國有企業比較，民營企業具有相對靈活的薪酬制度。這種靈活一方面意味著企業的薪酬體系與市場變化相適應；但另一方面，也隱含著較大的隨意性。實踐證明，企業家如果意識到人力資本的重要性，企業能夠建立與之相適應的薪酬體系，其生存能力就旺盛；反之，就會陷入員工工作效率低下的不利環境。我國民營企業在薪酬體系設計及其管理實施方面，存在著許多不規范與不科學之處，表現為其薪酬體系設計主要受管理者個人的主觀支配，具有很大的隨意性，不能滿足民營企業經濟發展對現代人力資源的需求，這在一定程度上不僅不能引導員工實現價值再創造，而且挫傷了員工的積極性，影響并阻礙著民營企業的發展壯大。因此，對薪酬體系進行適時審視，把握薪酬制度并在必要時作相應調整，是中國民營企業可持續發展的必然要求。本文以一家有代表性的民營企業為例，對其薪酬管理體系開發現狀進行分析，并提出相應的對策。
 
 
 關鍵詞：  薪酬體系   人力資本   對策  
 
 
 
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    錄
 
一、薪酬體系設計概述 …………………………………………………………………1
 （一） 薪酬的含義及構成……………………………………………………………1
 （二） 薪酬體系設計原則  …………………………………………………………2
 （三） 薪酬體系設計方式  …………………………………………………………3
 （四） 薪酬體系的設計程序  ………………………………………………………3
 二、長春市荊禹光學科技有限責任公司薪酬體系開發現狀 …………………………5
 （一）薪酬策略 ………………………………………………………………………5
 （二）崗位評價 ………………………………………………………………………5
 （三）薪酬結構設計 …………………………………………………………………6
三、長春市荊禹光學科技有限責任公司薪酬體系設計中存在問題及原因分析 ……7
 （一）缺乏行之有效的薪酬策略 ……………………………………………………7
 （二）沒有進行崗位評價 ……………………………………………………………8
 （三）薪酬體系的制定沒做薪酬調查 ………………………………………………9
 （四）薪酬結構設計缺乏激勵性 ……………………………………………………9
 （五）薪酬體系不規范、透明性差、彈性差 …………………………………………10
 四、長春市荊禹光學科技有限責任公司薪酬體系設計對策  …………………………11
 （一） 確定薪酬優化策略 ……………………………………………………………11
 （二）進行崗位評價設計具有內部公平性的薪資標準………………………………13
（三）薪酬調查確立具有外部競爭性的薪酬政策……………………………………13
（四）進行薪酬結構設計  ……………………………………………………………14
（五）薪酬體系規范化制度化  ………………………………………………………16
參考文獻 …………………………………………………………………………………18