战略性薪酬管理

企业战略性薪酬管理体系设计研究

Design and Study on the Strategic Compensation Management System of Enterprises

构建战略性薪酬管理体系是企业薪酬管理发展的必然趋势。

Structuring the strategic compensation management system is inevitable trend .

战略性薪酬管理和一般传统意义上的薪酬管理区别开来。

This paper distinguishes the strategic compensation management and traditionally general compensation management .

战略性薪酬管理的关键在于一个企业能否真正地实施薪酬战略。

The key of strategic compensation management is to truly implement the compensation strategy .

本文把战略性薪酬管理体系的构建分为薪酬战略的制定、薪酬策略的选择、薪酬模式的确定、薪酬结构的设计、薪酬计划的安排以及薪酬系统的管理六大步骤。

This text divides the construction of the strategic compensation management system into six major steps .

运用博弈论与信息经济学的理论对战略性薪酬管理的方法进行描述。

The paper describes the methods of strategic compensation management by using the game theory and information economic theory .

薪酬管理与人力资源管理的横向匹配策略，是战略性薪酬管理的具体体现与实施。

Compensation management and the lateral matching strategy of human resource management is the embodiment of the strategic salary management . 5 .

它阐述了战略性薪酬管理、薪酬管理的基本原则、薪酬管理的基本问题和薪酬水平与结构。

It includes the strategical salary management , the fundamental principle of salary management , the questions of salary management and the salary level & salary structure .

战略性薪酬管理着眼于企业人力资源成本效率的提高，用效率换取盈利能力，而不是单单的人力成本控制。

Strategic compensation management focuses on the growth of cost-efficiency of human resources , and it uses efficiency to earn for profitability , not just the human cost control .

本文从二级设计部门分配方式、设计人员的激励方式和职能管理人员的激励方式三个方面，分析了勘察设计单位树立战略性薪酬管理理念的必要性。

The article analyzes the necessity of setting up a strategic income distribution system from that 's for secondary sector , for design staff , and for administrative staff .

从指标的筛选、权重的确定到评价方案都以企业战略性薪酬管理为核心，对薪酬战略实施的效果进行评估，为企业战略性薪酬管理的实施提供基础性支持。

As the core , the enterprise strategic compensation evaluate the effect from the index screening , weight confirmation and evaluation scheme to provide the basic support for its implementation .

这也就是战略性薪酬管理的特点所在、优势所在。希望本文对企业从传统薪酬管理向战略性薪酬管理转变能有指导意义。

And this is the strength of strategic salary management , the author hope this article can give instruction to enterprise on the change from traditional salary management to strategic salary management .

论文根据战略管理理论和竞争优势理论及人力资源管理理论，论述了企业如何通过战略性薪酬管理实现产品与服务领先或成本降低，从而获得竞争优势。

In this article , the author discussed how can enterprise gain competitive strength through strategic salary management and realize the reduction of cost according to the theory of strategic management and competitive strength .

这些方法包括层次分析法、因素分析法、成本&效益分析法等，分别从不同的角度对战略性薪酬管理进行科学的定量分析，方法简便，易于操作。

These methods including ahp , factor analysis , cost & benefit analysis , etc. And they scientifically analyze the strategic salary management from different angles , which is simple and easy to operate . 7 .

论文认为，企业战略性薪酬管理应考虑到企业的内外部环境的变化、企业的文化和战略、企业的薪酬制度和薪酬的设计方法四个层面。

The author thinks that the strategic salary management should consider four aspects , that is the change of inner & external condition , the culture and strategy , the salary institution and the design method of the salary .

战略性薪酬管理是顺应时代的要求和企业的可持续发展的基础上提出的，其无论在激励员工积极性，还是节约经营成本，提高企业的竞争优势方面都发挥着重要的效能作用。

As the requirements of The Times and the sustainable development of enterprise , the strategic compensation management is mentioned . Strategic compensation management plays an important role in encouraging employees ' enthusiasm , saving operating costs and enhancing competitive advantage of the enterprise .

我国企业的薪酬体系随着改革开放和市场经济的发展不断地调整、改革，但从战略性薪酬管理的角度来看，还存在许多问题。

With the enterprise reform and development of market economy in China , the compensation system has continued to adjust and reform itself ; however , seeing from the strategic compensation management perspective , there are still many problems existed in the compensation management .

针对人力资源管理存在的问题，中小企业可以通过实施战略性薪酬管理、加强企业文化建设、加强员工的绩效管理、实施系统的培训以及重视员工职业生涯管理等措施来进行优化。

For human resource management , the existing problems of the small and medium-sized enterprise may , through implementing strategic salary management , strengthen the construction of enterprise culture , strengthen employee performance management , implement system training and pay attention to employee career management measures to optimize it .

由于企业通过战略性的薪酬管理能够获得战略性人才，而战略性人才的创新能力能够使企业保持持久的竞争优势，战略性薪酬管理就成了人们最为关切的话题。

Because of the strategic compensation management , the enterprise achieves the strategic human resources , and their talent of innovation allows enterprises to maintain sustainable competitive advantage . Therefore , strategic compensation management becomes the most concern among people . 2 .

近一二十年发展起来的战略人力资源管理被管理实践证明是获得可持续竞争优势的重要途径。而战略性的薪酬管理作为战略性人力资源管理的重要组成部分，正是企业竞争优势的载体之一。

The strategic human resource management is proved a very important method of making sustainable competitive strength , and the strategic salary management is the most important part of the strategic human resource management , and it is also the most important carrier of enterprise competitive strength .