hz集团薪酬体系设计

重庆大学硕士学位论文HZ集团薪酬体系设计姓名：高华申请学位级别：硕士专业：工商管理指导教师：冯祈善20060401I21—HZHZHZHZIIAbstractThe21stcenturyisaneraofknowledgeeconomy,globaleconomicintegrationandpeopleorientedmanagement.Thecruxforthecompetitionintheeraofknowledgeeconomyistalent.Theresourceoftalentisthefirstresourceintheeraofknowledgeeconomy,besidesitisalsoacriticalstrategicfactorfortheexistenceanddevelopmentofanenterprise.Theintensecompetitionnowadayscausedeveryenterprisetoexhausttheirbagsoftricksintheirattempttoattractexcellenttalent,suchaspromotionofwelfare,emphasisoftraining,providingdevelopmentchanceandoptionpolicy.Insuchastrugglefortalent,compensationisasignificantfactorsinceitdirectlyreflectsthevalueorientationoftalent.According,howtogeneratecompensationstrategies,whichcanbematchedwiththedevelopmentstrategiesoftheenterprise,isanimportanttopicforthemanagementofhumanresources,especiallyfortheseminiandmediumsizedprivateenterprises,whicharetheunderdogsinsize,financing,andpopularity.Thedissertation,whichtakesamediumsizedenterprise,HZcooperationasasubject,withtheinstructionofmoderncompensationtheoryalongwiththepracticalsituationofHZ,isattemptingtostudy,analysisandoptimaldesignthecompensationsysteminHZcooperation.Ithasapracticalsignificanceinimprovingcompensationmanagementofminiandmediumsizedprivateenterprisesinourcountry.ThestudyinitiallydiscussesthetheoreticalbasisforcompensationsystemdesigninHZcooperation.Besidesananalysisforitscomposingpartsandfunctionofitscompensation,wealsoprovideabriefintroductionforthedevelopmentprocessofcompensationtheoryandtheoryofmotivationwhichisrelatedtocompensation.Next,wepresentthefactorswhichinfluencethecompensationlevelofanenterprise,theprinciplesforcompensationdesignandtheprocessforthedesignofcompensation.Meanwhile,bythestudyoftheactualityoftheprivateenterprisesinourcountry,therelationbetweencompensationmanagementandenterprisesdevelopmentisalsoprobed,consequentlywegotourconclusionthatthecompensationmanagementplaysanimportantroleinthedevelopmentofenterprises.Then,weanalysesthedevelopmentcondition,humanresourceconditionandcompensationstatusinHZcooperation,generalizeourexperiencesandfindoutourproblems.AccordingtothedevelopmentseedtimeandpracticalsituationofHZ,aswellasascientificcompensationdesignmethod,aimingatthecharacteristicsofdifferentemployeesindifferentposts,weIIIdesignanewcompensationpreceptwhichcanarousetheenthusiasmoftheemployees.Theseincludethedesignofannualsalaryformanagers,structuralsalarydesignforfunctionaldepartmentanddeductingproportionsalarydesignforsalesandserviceemployees.Finally,wegotourconclusionthatthekeypointforaprivateenterprisetohavealeduponthecompetitionistoimproveitsmanagementofhumanresourceespeciallyitscompensationmanagement.ThefindingsofthisdissertationwilldirectlybenefitthecompensationmanagementofHZcooperation,inaddition,italsoprovidesareferenceforthereformofotherminiandmediumsizedprivateenterprises.Keywords:compensationdesign,humanresourcemanagement,motivation,privateenterprises1111.11.1.121,,21——1.1.2,3200,8000,80099%60%40%77%60%75%30%HZ121.21.2.12090,,,,,,,,,,,·,(),,,,,,:,,,,,,30%,,,13,(Lawler,1992),,,,MBA,,,,,·(JohnE.Tropman)(Self-assistedcompensationsolution)TC(BP+AP+IP)+(WP+PP)+(OA+OG)+(PI+QL)+XTCBPAPIPWPPPOAOGPIQLX()[1]EVAEVA(Economic14ValueAdded),,Stern&Stewart198220,EVA,500Stern&Stewart,EVA,,EVA,EVA,,,EVA=NOPAT-TC×WACCNOPAT:;TC:;WACC:,WACC=Dm/(Dm+Em)×KD(1-T)+Em/(Dm+Em)×RDm:Em:KD:;T:R:,(CAPM),R=Rf+β×(Rm-Rf),Rf,β,RmEVA,EVA,,EVA,,EVA,EVA,,,,,,,EVAEVAEVA,,EVA,,EVA,EVA[2]1.2.215“”()1.31.3.1-HZHZ161.3.2HZ()1.3.31.3.41.11.1Fig1.1Technicallineofthedissertation2722.12.1.1[3]::():2.1.2::28()·“”:2.1.3:():():():(.)[3]2.22.2.1·29··W=F(C)·1)2)3)4)5)2102.2.2···“”()()2.1(D;S)2.1Fig2.1TherelationbetweenpagewithlaborsupplyE’OESS'DD'211.A.C..=()/()2.2.31979·W·196019061)2)3)4)5)212“”2080“”·1984213“”;“”;2.32.3.1·(AbrahamMaslow)1943:2.2[4]2.2Fig2.2TherequirearrangementofMaslow2142.3.2“-”·2.12.1—Table2.1Themotivation-hygieneofHerzberg2152.3.3·1976()():“”“”“”;“”2.3.4·1964(F)=(E)×(V)3:—216——2.3.5:[4]31733.13.13.1Fig3.1Influentialfactorsforcompensationsystemdesign3.1.1()3183.1.2319()[5]320“”3.1.33.2“”“”“”“”321()[5]3.3322“”:“”“”:323;;;BBS42444.12090“”1997“”“”……WTO———425“”“”“”“”426“”“”():“”[6]4.221427——“”“”“”“”“”“”“”“”428“”“”“”“”•A•“”429[7]“”()“”5HZ305HZ5.1HZHZ200261.26HZ(200267000)HZ(200441500)HZ(2004101500)HZ(200511000)HZ(2005101000)51200100000206307502006A1.83-5HZ245312830HZ5.15HZ315.1HZFig5.1ThedrawingoftheHZcooperationorganizationstructure5.2HZHZHZ5.2.1HZHZ24511211152572127323-5HZHZ5HZ3230%HZ“”“”5HZ335.2.2HZHZ()[5]HZHZ630005.2.3HZHZHZ3095.15HZ345.1Table5.1Thetableofthepostsalary5000400030002500200018001500120010005.2.4HZHZ“”[8]()HZ600(800)1801005001500HZ5HZ358006005.25.2Table5.2Thetableofthemaintainersalary12001000800600800100080015003002005.3HZHZHZ5.3.1HZHZ[9]5HZ365.3.2HZHZ5HZ375.3.3HZHZ()3-63-4“”5HZ3880%HZ6HZ396HZHZHZ6.1HZ6.1.1[5]6HZ40[10]6.1.2HZHZ“”6HZ416.16.1Fig6.1Therelationshipwiththebasicsalary,riskreceiptandmotivat