pe公司薪酬体系的诊断和设计

华中科技大学硕士学位论文PE公司薪酬体系的诊断和设计姓名：焦予成申请学位级别：硕士专业：工商管理指导教师：廖建桥20080429I21---PEPE10IIAbstractAsthedevelopmentofeconomyinthe21stcenturywillmostlyrelyonknowledge,people,asthecreatorandcarrierofknowledgewillreplaceothercapitalstobecomeimportantstrategicresources.Amongthistrend,humanresourcemanagement(HRM)isgettingmoreandmoreimportantandhasbecomethecorecontentinthemanagementofenterprise.Humanresourcealsobecameaspecialbutimportantresource.ThecoreofHRMisinspiration.Sohowtobuildanefficientcompensationsystemwhichsuitsforthedevelopingrequirementsoftheenterpriseandcanbeacceptedbythestaffaccordingtotheactualstatusbecameademandingtasktobestudiedandresolved,itisalsothekeyforthegrowthanddevelopmentoftheenterprise.TheauthorstartedwiththefunctionandmeaningofthecompensationsystemintheHRMoftheenterprise,introducedtherelatedtheoriesofcompensationinspiration,andanalyzedboththeadvantagedanddisadvantagesforrebuildingthecompensationsystemofthePEcompanyonthebasementofall-sidedanatomyoftheproblemsofthecurrentcompensationsystemexistinginthiscompany.Buildingonthisandaccordingtothegeneralrequirementsofthecompanyforimprovingthecompany’sHRMlevel,thecorecompetitivepowerandthecomprehensiveassessmentoftheenterprise,andkeepingtothebasicrequirementsofthecompensationsystemdesign,thethesisalsoredesignedthecompany’scompensationsystem,combiningthedevelopmentstrategyandactualstatusofthecompany.Itfocusedonthedescriptionofpositionanalysisandestimation,compensationstrategy,compensationconstructionandperformanceevaluation,broughtinthecompoundcompensationstrategyanddesignedthenew10-degreesalarysystem.Finally,itdidsomeanalysisfortherelatedconditions,difficultiesandsolutionsoftheimplementationofthenewcompensationsystem,andalsoproposedtheapproachoftheimplementation.Thedesignofcompensationsystemisdynamicandchangeful,thereareonlysystemssuitfortheenterprise,andnoperfectones.Alongwiththespeedingofglobalizationprocess,ChineseenterprisesarebecomingmoreandmoreinvolvedintheworldeconomyIIIstream,inadditionwiththetrendoflaborlackfromhighendtolowend,somostenterprisesarekeenforthereformofthecompensationsystem.Therefore,studyingandgraspingthecompensationmanagingtheoryanddesigningmethod,usingthesuccessfulenterprises’experienceforreference,andbuildingthesuitedcompensationsystemforourcountry’ssituationandtheactualstatusoftheenterprisehaveveryimportantmeaningforthereality.Keywords:CompensationdesignCompensationstrategyDescriptionofpositionPayrollsystem□___□“√”111.1;;;:GECEO200033770%[1]:[2]221[3][4][5]3[6][7]1.2PEPE4PE1.3PEPEPEPE522.1PEPE,,8000113314%4---10100020101.12005520066211000051%30%10%9%3402500()PE2635629182236PE2-12-12631214%152865%363515%421996%2-121PE7,PE200960012002.2PEPE80%Pay-ForPosition850%222-2PE50012001700500100015005008001300500550105050047597550040090050032582511000200682007PE;;;9.5100%9.52.3PE2.3.11”234952.3.2PEPE1“[8]”2(PayforPerson)PayforPosition(Pay10forPerformance)3PE[9]4[10],PE[11]5):11[12][13]1233.1compensation,salary,wages,bonus,allowance,welfarestockoptions14153.1.1123133.1.280%3.1.3123P1P20.3P2P1P2453.1.414[15]3.23.2.112315[17]3.2.212[18]3.3170901000[19]PRP(PerformanceRelatedPay)PRP16250050313023[20][21]1744.14.1.1PE[22][23][24]PESWOTInternalStrengths(InternalWeaknesses)ExternalOpportunitiesExternalThreats[25]4-1SWOTPE184--1PESWOT1.2.3.2006714.1.2.3.4.5.61.2.5003.4.1.2.3.4.1.2PE19414141PE::201)212343[26]454—2214--24.24.2.120080%4-2:PE224---2PEPE2322634.2.2[27]PE1232444542543PE31000264.2.3PE4-3-PE4--327PE4.2.44444PE[28]2811Y=MAXX/MINX160-120%3560%10-25%2Y=MAXX2MAXX1/MAXX2MINX2X1X2PEPE104—51552---515%10%6--825%91020%80%568946.2945PE1234567891046PE1234518409201000108011602110012001300140015003130014001500160017004150016251750187520005170018502000215023006220024002600280030007285030503250345036508350037504000425045009540059006400690074001064007200800088009600301532PE[29][30]4-44--41[31]PE231PE=++344[32]PE510PE50%473247(%)(%)505060708090901005050403020101003)123PE4.2.5[33]33[34][35]4--5//4--51[36]360(),,[37][38]2,34,[39][40]34PEPE170%30%5236001006012403590807060604.34.4[41]3612[42]337454.53812PE34PE39546B1BK1S1B0K046405PEPEPE412006FMBA42[1]GaryDessler.9200315[2].—.2002.155276[3],..,2002,5:22-23[4]R.A.Noe.J.R.Hollenbech,B.Gerhart.Humanresourcemanagementgainingacompetitiveadvantage.Thirdedition,NewYork:McGraw-Hill,2000,42-43[5],..,1999,6:51-53[6],..,2002,1(13):80-81[7]...2001,5:68-70[8]J.Robet.PMRtechnologynewsbriefs.PayrollManager'sReport,2003,3(10):13-14[9]..2001[10]..200323538[11]..[12]lackwellEncyclopedic.skill-basedpaydesign.DictionaryofHumanResourceManagement,1997,56(3):15-18[13]SchusterJayR.,Zingheim,PatriciaK.Thenewvariablepay:Keydesignissues.(coverstory)..Compensation&BenefitsReview,1993,25(2):27-288[14]..2002[15].39.2001[16]..2002[17]..2003[18].(2002).[19]...2001(4)24-25[20]..,2001,3(3):23-24[21]Baruch,Yehuda,Wheeler,Ken,Zhao,Xia.Performance-relatedpayinChineseprofessionalsports.:InternationalJournalofHumanResourceManagement,2004,15(1),245-247[22]M.A.Hitt,D.Park.Understandingstrategyintentintheglobemarketplace,43AcademyofMana