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上海交通大学硕士学位论文医药行业薪酬体系再设计研究：以A公司为例姓名：王轶申请学位级别：硕士专业：工商管理指导教师：唐宁玉20070128A“”AA,THEDESIGNANDRESEARCHOFTHECOMPENSATIONANDBENEFITSYSTEMOFMEDICALINDUSTRY:COMPANYAFOREXAMPLEABSTRACTWiththeestablishmentandprogressofsocialistmarketeconomy,manycompaniesinChinacometorecognizethevehementmarketcompetitionandtheurgentneedtoimprovetheircompetitiveness.Thekeytocorporatecompetitionistheelementofhumanresources.Howtomanagepeopleisthecrucialfactortothecorporatesuccess.Humanisthemostactive,energetic“firstresource”ofproductioncapability.Theimportanceofhumanresourcesmanagementhasbeenrecognizedbythemajorityofcorporatemanagers.Therefore,humanresourcesmanagementhasbecomeavitalpartforourmoderncorporatemanagement.Humanresourcesarethepriorityresourcesforeachcorporate.Thefuturecompetitionwillbethatofhumanresources.Companiescanonlybesuccessfuliftheyhaveoutstandingemployees.Ifthecompanywantstoattractandkeepgoodemployees,itneedstobenefitemployees’personaldevelopmentinvariousaspects.Italsoneedstoprovidesatisfactorypayplantokeepthem.Onthestronglycompetitivemarket,companiesmustestablishandconductstrategicplanstosurviveandseekfurtherdevelopment.Thestrategyisaprocess,anditsefficiencydependsonstrategicmanagementofhumanresourcesandsalaries.Intraditionalpayplans,employees’salariesarecalculatedbyhours,monthsoryears.Suchpayplansarecloselyrelatedtoemployees’educationdegrees,positionsandworkexperience.Experienceandevaluationfrombossesdeterminetheirincrease.However,withthecorporategrowth,moreexternalcompetitionandincreasingnumberofemployees,companiesneedamoreincentivepayplan,whichencouragesemployeestolearnnewthingsandimproveskills.Asaresult,theywillimprovecorporatecompetitiveness.Pharmacyisanefficientandcompetitivebusiness.Fairandreasonablepaysystemisthemostimportantandeffectivemeasuretoreducethelossofcrucialemployeesandguaranteethehealthycorporatedevelopment.Aseriesofpotentpaysystemcanreducecorporatemanpowercost,andgreatlystimulateemployees’enthusiasm,initiativeattitudeandcreativity.Byimprovingfactorsinsalaries,there-designingofpaysystemwillrealizethebalanceandmaximumofcorporateinterestandemployees’interestunderthestrategicframeofcorporatemanagement.Thedissertationherebyintroducesthepharmacybusinessanditsstructure.WithcompanyAasanexample,itconductsacomprehensiveanalysisofcompanyA’spaysystem.Accordingtotheproblemsofthecompany’soriginalpaysystem,itprovidesredesigningthoughtstoadjustthepaysystemandfinallyestablishanewplan.Theplanexplainstheproceduresofthesalaryadjustmentdevice,describesthebonusreformsandspecialwelfaredevicesforsalespeople.Ittransformsthecorporatepaysystemintoamorescientificandeffectiveone.Theredesigningofpaysystemrealizestosupportthedevelopmentstrategyofthecompany.KEYWORDS:organization,compensationandbenefit,encourage,design200612202006122020061220WTOAMBAA11.115207013%808.5%907.5%2001-2010716.6522%1736182020012770GDP2.920023300GDP3.2514617002011001233.2%15%18.8%55%36.1%5000200110040002512351-1MBAA21-1FIGURE1-1TheMarketingShareofPharmaceuticalCompanies’ProductsPercent1.21.2.1125%28%35%12%25%28%35%12%MBAA31-21-2FIGURE1-2TheStructureSheetofBeelineFunctioninthePharmaceuticalCompanies2MBAA4:1-3MBAA51-3FIGURE1-3TheStructureSheetofProjectFunctioninthePharmaceuticalCompanies1.2.21-11-1SWOTStrength(Weakness)(Opportunity)WTOMBAA6(Treat)1-1SWOT1-21-41-220012003200120%54200310%2020041-530%351-4FIGURE1-4TheLostRateofTheSalespersoninMedicalIndustry22%25%30%0%5%10%15%20%25%30%200320042005MBAA7,SWOTMBAA82.11.112-122-22.1.212-32006C&B4+C&B65000-1193406+163,410-20,0800MBAA98+MBAHR245,700-420,0001-224,500-45,5008+CPA/ACCA159,900-325,0005+101,400-163,50022-420061-342,000-84,5001-332,500-65,0003+52000-845005+91000-1560005+76,700-100,1007+100,100-163,8005+78000-1950005-8MBA208,000-280,8005-8MBA247,000-325,0008+MBA286,000-520,0008+MBA260,000-520,00012+MBA351,000-520,000+bonusMBAA1012+MBA650,000+2.1.3123()()()4MBAA112.215.98112,200214.710200320.16414.2MBAA12310%20%2.32.3.12.3.2MBAA132.3.3.2.3.4(1)(2)AAMBAA14A3.1AA1998GMPGSP300002000600800200400200530003-13-1AFIGURE3-1TheEmployeeStructureofCompanyAA30%40%10%20%30%40%10%20%MBAA153-2A3-2AFIGURE3-2TheStructureSheetofCompanyA3.2A3.2.1AMBAA161113243-758-961071183-13-110509011455,500525,000615,00010344,000363,000462,0009238,800281,000323,2008160,800206,000231,2007116,000135,000166,000695,200109,000118,800566,80081,00096,200447,60058,00067,400334,00042,00048,000225,00030,00036,000116,00021,00026,00088()7A10%A3.2.2MBAA17(1)A(2)()A(3)(4)A(5)AMBAA18(6)A(7)A40%(8)MBAA19A4.1LWPorterEELawler1968(1)(2)(3)(4)MBAA20A4.2AAA4.2.1A4.4.2()MBAA21AA4.4.3A4.4.3JSAdamsAdamsAA=BBABMBAA22(1)7580050058108120(2)MBAA23(3)MBAA24(4)A4.3AA4.3.1MBAA254.3.24.3.34.3.4,A4.3.5MBAA26A5.1A5.1.1A5.1.2HayCRG5.1.3AWilliamMercerWatsonWyattHewittMBAA275.1.4A25P50P75P10025507575P5.1.5MBAA2820%20%5.1.6MBAA29BBSA5.25.2.15.2.213MBAA305.2.340%AA123451MBAA31220034--510010%1055010%551-1005%101-5008%50012%,MBAA3210008%100012%---,AMBAA33A70305-1MBAA34A(1)(2)(3)(4)(5)(6)5.3A5-2MBAA355-210509011525,500610,000705,00010388,000452,000495,0009288,500320,000390,5008180,600