企业薪酬体系设计研究.doc

企业薪酬体系设计研究.doc

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文献信息：

作者：

LambertS

期刊：

EuropeanManagementJournal；第2卷，第1期，p:

31-39，2016

原文：

Theresearchofenterprisescompensationsystemdesign

LambertS

Abstract

Manyenterprisesinearlyinfancy,andisnotveryfocusonthecompensationsystemofenterprisemanagement,inthemeantime,businessownersandemployeestogether,tofocusonbusinessimprovement,andimproveenterpriseprofitabilityisbeneficialtostableaspectofthecompany,butfewforpersonalinterestsofthegainandloss.Withtheconstantdevelopmentofthecompany'sbusiness,toenhancecorporateprofitability,injusticegraduallyincreasesoftheinternalemployeesaboutpay.Toanalyzethemaincauseofthisphenomenon,theresultisalevelofcompensationmanagementdidnotkeeppacewiththedevelopmentoftheenterprise,improveemployeeturnoverrateleadstogood,itwillseriouslyrestrictthehealthydevelopmentoftheenterprise.

Keywords:

Salarysystem;Humanresources;Analysis

1Introduction

Atpresent,theroleofhumanresourcesinenterpriseshasbeenraisedtotheheightofthestrategic.Insomeenterprisehumanresourcesmanagementdepartmentsaremadebytheoriginalauxiliaryfunctionaldepartments,tobecometheenterprisestrategicsectors.Buttheenterprisetodiscovertalents,cultivatingtalentsandtalenttotheenterprisetocreatevalue,butneedtohaveasetofscientificcompensationsystemtoprotect.Nowadayscompensationmanagementhasbecomethecorecontentofenterprisehumanresourcesmanagement,hasbeencloselyrelatedwiththeenterprisehumanresourcesdevelopmentstrategymanagementelements.Reasonableandeffectivecompensationsystemcannotonlyeffectivelystimulatestaff'sworkenthusiasmandinitiative,alsocanattractandretaintalentedstafftostayintheenterprise.Thefocusofmodernenterprisemanagementemphasison"people"asthecenterofenterprisemanagement,enterprisetoestablishreasonableandeffectivecompensationsystemcanimprovethestaff'sworkenthusiasmandfundamentallytoensurethattheenterprisehumanresourcesadvantage,andthenintoforeignenterprisescorecompetitiveness.Thisshowsthatthecompensationsystemisanimportantpartofenterprisedevelopment.Scientificandreasonablesalarysystemcanfullymobilizeenthusiasmandcreativityofemployees,improvetheoverallcompetitivenessofenterprises,andpromoteenterpriserapid,healthyandsustainabledevelopment.Researchanddiscussestheproblemsexistinginthecompensationsystemandfaults,atthesametimeusingthecompensationtheoryknowledge,combinedwiththecharacteristicsoftheenterprisemanagementandstrategicdevelopmentdirectionforimprovingscheme,andcompensationsystemoptimizationdesign.

2Literaturereview

Thestudyofcompensationmainlyfromthemacropointofview,focusonwhatdistribution,notinvolvedintheenterprisespecificcompensationproblemtobesolvedishowto,andmanagementistosolvetheproblemofcompensationfromtheAngleofthemicroinmanagement,researchoncompensationsystemoftheearliestcanbetracedbacktotherobotsciencemanagementtheory".Onthecontrary,lecompensationfromtheperspectiveofhumanresourcemanagementresearch,andthecompensationsystemdesignisdividedintofivesteps:

salarysurvey,jobevaluation,determinethecompensationlevel,levelpricingandtodeterminethefrequencyofpay.Intheabovefivesteps,jobevaluationandjobevaluationisanimportantworkincompensationsystemdesign,sotheresearchoncompensation,manyscholarshavefocusedonthejobevaluation,likegriffinHagenputsforwardthehierarchicalclassification,mindray,lotbasispointsmethodwasproposed,ArthurYangalignmentmethodwasproposed,thefundamental,putsforwardthefactorscomparisonmethodandsoon.However,asthechangeofTheTimes,thestudyofcompensationhasnotonlystayedontheattentiontoimprovetheproductionefficiencyofenterprises,butbeginningthestudyofcompensationonpromotingthedevelopmentofenterprises.So,inEdLawler,1971book"compensationandenterprisedevelopment",willpaylinkedwithenterprisedevelopmentareputforward.Inrecentyears,withthechangeofbusinessenvironment,onthebasisofpost,postandinternalbalanceoftheoldcompensationsystemcannotadapttothedevelopmentoftheenterpriseneeds.So,thenewcompensationsystemneedstoemphasizetheconnectionbetweentheemployeesandthecompany'sperformance,toensurethatthecompensationofeachelement:

thebasepay,variablepayandindirectsalaryfortheperformanceoftheworkofenterprise.Inaddition,compensationoftheroleisalsofarmorethanjuststayinenhancestheenterprisetheproductyieldandqualityoftraditionalperformancefunction.Itcanalsobuildtheenterpriseculture,formingacommunityofinterestswithemployees,strengthencustomerservice,and