战略性薪酬

提升企业竞争优势的战略性薪酬体系设计研究

A Study on the Design of Strategic Salary System for Upgrading Enterprise Competition Advantages

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 .

在诊断的基础上，对HC房地产公司进行了战略性薪酬体系设计。

Based on diagnosis , the article designs strategic emolument system of HC Real Estate Company .

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 .

现代企业战略性薪酬实施保障研究。

Study on the implementation of security about modern enterprise strategic compensation .

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 .

战略性薪酬体系研究

Research on Strategic Compensation System

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 .

战略性薪酬绩效指标体系由人力资源效能指标体系和企业绩效指标体系构成。（5）战略性薪酬绩效的实证研究。

The index system of strategic compensation performance is composed by human resources efficiency and enterprise performance . 5 .

通过战略性薪酬体系，企业就可以有效地引导和改变员工的态度和行为方式，并使其与组织的战略相配合。

Through strategic remuneration system , an enterprise can effectively guide and change attitudes and behavior of its staff , and make them match its strategy .

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 .

本文在研究企业薪酬理论的基础上，从企业经营战略的高度来思考企业的薪酬问题，构建了战略性薪酬体系。

Based on the former study of compensation , a strategic compensation system was built in this thesis by considering the compensation problems in terms of the business strategy .

企业的薪酬体系必须与企业的经营战略相适应，战略性薪酬制度为企业吸引和留住员工、提升竞争力、保证企业市场地位起到至关重要的作用。

The salary strategy has the influence through the human resources efficiency to the enterprise performance , thus decides the enterprise whether gain and maintain the continuous competitive advantage .

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 .

战略性薪酬绩效是企业通过发挥战略性薪酬的战略导向功能、筛选功能、激励功能，达到组织和员工双方所期望的结果或行为。

The strategic compensation performance is the strategic compensation to play its strategic-oriented function , filtering function , and incentive function , to reach the desired results or behaviour of organization and staff .

相关法律法规的制定和执行、劳动力市场的建设、信用体系的建立以及制度的完善都是战略性薪酬实施的重要外部保障。

Planning and executing the related laws and regulations , constructing the labor market , establishing the credit system and perfecting the system are both the important and external protections for enforcing strategic compensation .

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 .

我国目前企业薪酬体系存在战略性薪酬意识不强、薪酬体系与企业战略不匹配、薪酬构成复杂、结构较散等缺陷。

At present , there are some shortcomings in our enterprise compensation system such as : wake consciousness of compensation strategy , the unmatched compensation system with the enterprise strategy , the complicated compensation constitution , and the dispersed structure .

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 .

战略性薪酬体系的内容包括三个层面，即战略层面、执行层面和技术层面：在战略层面主要是从企业的经营战略出发，明确企业经营战略对企业人力资源管理的要求制定企业的薪酬战略。

○ 6 Adjusted dynamically . Strategic compensation system includes three levels , the strategic , implemental and technical level : ① The strategic level , starting from the business strategy , makes it clear how human resource management supports the business strategy and make compensation strategy .

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 .