JH公司薪酬研究与再设计

华中科技大学硕士学位论文JH公司薪酬研究与再设计姓名：李枝芹申请学位级别：硕士专业：工商管理指导教师：周二华20060427IIJHJHJHJHJHIIIAbstractInthehumanresourcemanagementofenterprises,thecompensationissueisundoubtedlyoneofthemostsensitiveproblems.Infact,duringtheprocessofdevelopment,theenterpriseshavetoinvestagreatdealoftimeandenergyand,atthesametime,invirtueofthedatagettingfromthemarket,toadjustorreconstructitscompensationstrategyorstructure.It’sthekeyissueofthecompensationmanagementtodecidehowtocapturethecompensationquotationsoftherelativelabormarketandhowtomakethecompanycompensationstrategy.ThisthesistakesJHCompany,atypicalnational-ownedenterprise,asanexamplebyexaminingitscurrentcompensationsystemintermsofsalarystructure,personnelmanagement,postmanagementandperformancemanagement,andusingasurveyontheemployees'satisfactionontheircompensation.Thisthesisdetectssomeproblemsintherecentlysalarysystem.Inillusiontotheseproblems,theauthororganizedapostanalysisgrouptoanalyzeallthepostsinthecompany.Subsequently,thethesisutilizedtwotoolsofPost-evaluationtoevaluateallthepostsintheJHCompany,whicharetheHayGrouppost-evaluatingsystemandDouble-comparedpost-evaluatingsystem.Then,theauthorcarvedupthesystemofenterprises'postbycarvingupthepostsequence,theauthordecidetherenewedlevelandstructureofsalary,accordingtothelevelofmarketsalaryandpost'seffectandflexibility.Ageneralruleandmethodofdesigningandinnovatingthesalarysystemisexpectedtobeusefulforreferencetomodernnational-ownedenterprises.KeywordsCompensationdesignJobevaluationIncentiveI(“”)::::111.11.1.1WTOJHJH,21.1.21VariablePay(PayforPerformance)(IntensivePayProgram)2(GlobalCompensation)(High-Tech.TalentCompensationAndIntensive)(TeamPayTeamReward)3(Insurance&Benefits)(Pension)4(GainSharingPlan&StockOption)(RewardPlans)3(ExecutiveCompensation)1.21.2.11.2.21)(1)(2)(3)(4)2)(1)(2)1.3452(Compensation)[1][2][3]62.12.1.1[4]2.1.27Paretooptimality[5][6]2.1.3[7]2.1.4/[8]82.1.5M.L.Weitzman[9]2.22.2.19[10]2.2.2[11][12]11[13]1–110[14]2.2.32050[15]112.2.41964=X[16][17]2.2.512[18](1)(2)(3)XYERG133JH3.1JHJH19721.4452JHISO9001JHJHJH3-131JH3.2JHJH14JH200454%4%4%30%8%3-254%4%4%8%30%3-2JH3.2.13-13-1JH1720290031050411005115061200713008140091500101600111700121800131900142100152300162500173250184250196200153.2.21-10411-2052176=6*5=3022=22*7=1543.2.33-23-33-2300200100703-3500400300250200150100704052085%103.2.413-13-1Y=Ki*X*N16YKiX900N2JH2004JH3000343.3JHJHJH[7]JH3.3.11)JH4%10%40%50%15%15%15%15%[14]2)JH17[15]JH20043-43-4JH200412%3%5%3.3.23.3.3JH90[16]3.3.4JH18194JHJHJH4.1JHJHJH4.2JH1)[17]2)JH20JHJHJH4.3[18]4.4[19]1)[20]212)3)4)5)226)235JH5.1[21]5.1.1[22]5.2.224115%-20%[23]2345.2.35.2.4JH255.2.51JH4627297230%5-15-122100%28100%8220%11420%23420%45120%11210%20110%16210%2026123[24]5-25-21304647002666%277573115760870%30%50%50%304(1+66%)70%115*30%388[7001+57%]40%+608*60%=8045-3285-3JH11320354362112036312310833726741087386435106039456682140247776441765845642207948043420104484426511367452071238846216133784719814216481871527849162168045065117784514581849652198194785318920453541832131255178222065620323187571632465758186255865916726435606782740261276283566215629231631463022631276322133378334678295.2[25]5.2.1[26][27]()JH5.2.2301)12343055-45-55-6545531562575735-105000100001500020000100P75P50P25PJH5151JHJH100P182641065679624870288764928512488130001798475P1369.53079.54259.254686527165736963.75936697501348850P91320532839.53124351443824642.562446500899225P456.51026.51419.751562175721912321.25312232504496JH1765298732873026356439874236589758327862325.3JHJH5565755.425058585.5JH5.5.1JH()IIIIIIIVV400050006000700080002600290032003600400018502050230026002900135015001650185020501070118012601350150033[28]JH1++A5.5.2[29]1)46()40%34100%185%60%233452)4-14-1=+X5.5.3JHJHJH4-24-214.421352330%20%310%1.51.21.11.0335.5.412)[30]JHJH60%+364-34-3=+++1213[31]320%45.5.51)JH4-44-4*1(9)A›B2A‹B0AB1493749ABCDEFA212229B000101C120014D022127E012126F0210034-1041012345646056068080096011002H4-114-11501752002402903384-54-64-5/4-6/4-1298%95%98%90%95%90%1.11.00.60800300300342096%[800300420300*3]1460U3264803004001553099%[480300530400*15/6]*1.112062)4.45.6398%40JHJH41!42[1]..:,20031-4[2].,2001(12):25-26[3]Joseph.J.Marotochio,StrategicCompensation.HumanResourceManagementApproachPrenticeHall,2002(5):4-5[4],..,2002(2):5-6[5]NelsonJulianne,Businessethicsinacompetitivemarket.JournalofBusinessEthics,1994(9):663[6]Hickman.E.Stewart,PaythePerson,NottheJob.TrainingandDevelopment2000(11):52-57[7]Bruce.D.Meyer,EvaluatingWelfareReform.TheAmericanEconomicReview,2002(5):373[8],,..:,1999:180[9]..,2000:78-81[10]MicahWilson,ThePsychologyofMotivationandEmployeeRetention.MaintenanceSupplies,2005(7):48[11]MartinGEvans,Herbert’stwo-factortheoryofmotivation.PersonalJournal,1970(1):32[12].P..,..:,1997:167-211[13],,..:,1999:180[14],..:,2002:394-395:[15]..,2005(8):62-63[16]GaryDeshler,HumanResourceManagement.ChinaRenninUniversityPress,2003:11843[17]Weitzman.M,Theshareeconomy.HarvarduniversityPress,1984:23-27[18]John.M.Ivancevich,John.M.Ivancevich,Humanresourcemanagement(7edition).MechanismIndustryPublishingCompany,1998:167-168[19]GeneS