红太阳食品有限公司薪酬设计
摘要
中国在加入世贸组织后，需要在所有的领域学习新的东西，尤其是组织管理方面。人力资源管理是所有组织中的一项必要的组织活动。企业的经营者们已经认识到了人力资源管理在成功的企业经营中的作用和地位。人力资源管理是企业制定具有竞争力和高效率发展战略的不可或缺的组成部分。人力资源管理的焦点是人，而人又是企业的生命线。所以人力资源管理的独特性表现在对员工的工作安排和福利待遇上。薪酬是人力资源管理的一个重要方面，是帮助组织实现其目标的有力工具。薪酬设计成功与否，直接影响到企业战略目标的实现。
岗位薪点工资制是在岗位劳动评价四要素(岗位责任、岗位技能、工作强度、工作条件)的基础上，用点数和点值来确定员工实际劳动报酬的一种工资制度。选择岗位薪点工资制来进行薪酬设计是由红太阳食品有限公司所处行业特点决定的。食品行业的竞争程度十分激烈，要想使企业立于不败并保持活力，就必须使员工的收入直接与企业的盈利水平挂钩，员工的利益来自于公司的收益。根据该公司的特点，岗位薪点工资制的工资单元主要由四部分构成：岗位薪点工资、技能薪点工资、工龄薪点工资、学历薪点工资。在此基础上，将岗位薪点工资分成两部分：一部分固定，另一部分浮动，经考核后发放，即与公司效益挂钩。
本论文是将薪点工资制应用于该企业的一次尝试。论文由三部分构成：第一部分是有关薪酬的理论知识，涉及古典、现代薪酬理论、激励理论、工资形式、薪酬结构等。第二部分是红太阳有限食品公司的相关情况介绍，包括：人员构成、文化程度、分配制度、行业特点、战略目标等。第三部分是薪酬设计，
涉及设计原则、等级制度、薪点工资制的优点、工作分析、绩效考核、工资测
算、测算过程、测算结果等。
对红太阳食品有限公司的薪酬设计成功与否，关键要看该制度在企业运行
后的结果如何，我将继续深入企业，观察和了解。由于是第一次尝试，缺点和
错误肯定不少，敬请指正。
As China entered WTO,China needs to keep closer relationships with the world than before.And China has more things to study in all fields,especially in management in organizations.Human resource management(HRM) is a necessary activity in all organizations.Managers have become aware that HRM is a function and area that can play a vital role in the success of organizations.HRM is an active participant in charting the course an organization wants to keep competitive.productive and efficient.HRM's focal point is people and people are the lifeblood of organizations. So the uniqueness of HRM lies in its emphasis on people in work settings and its concern for the well-being and comfort of the human resources in an organization.Compensation is one of the functions of HRM that deals with every type of reward individuals receive in exchange for performing organizational tasks. It consists of financial and nonfinancial compensation.Praise,self-esteem and recognition is concluded in nonfinancial compensation.The objecti
ve of the compensation function is to create a system of rewards that is equitable to the employer and employee alike.
I was given a chance to apply what I had studied in Sichuan University to the company which lies in H city in Sichuan province.The company was a state-owned factory before 1996.From 1996 onwards,it began to be tansformed from under the planned-economy system to the market-oriented system.And now the company is owned by 43 share-holders.But unfortunately for the company,all the share-holders
are the employees.Of course,the situation must affect the management of the company.Almost all workers have the same thought that we mustn't be dismissed. So the leaders of the company invited some experts of Sichuan University to guide the further reform.I joined them.
Poit-pay sytem is based on the job's responsibility,skill,condition and difficulty.It is chosen for the design of the company's compensation system because of the unique situation of the company and the industry in which the company lies.The competition of food industry is very flerce.Employees' income must be associated with the interests levil of the company if the company wants to survive in the industry.According to the situation of the company,the point-pay system consists four partsyob point,skill point,diploma point and seniority.And the pay is divided into two parts:one is fixed,the other is changeable.The changeable part varies with the company's interests levil.
My thesis consists of three parts.The first part is about the compensation's defmition,functions,influencial factors,forms,etc.The second part is about the company itself. The third part is about the course of compensation design for the company.
Any suggestions and comments about the thesis are welcomed because this is the first try for me to design the system of this kind.
I sincerely thank my teacher Tao Li and He Chengjin.
岗位薪点工资制是在岗位劳动评价四要素(岗位责任、岗位技能、工作强度、工作条件)的基础上，用点数和点值来确定员工实际劳动报酬的一种工资制度。选择岗位薪点工资制来进行薪酬设计是由红太阳食品有限公司所处行业特点决定的。食品行业的竞争程度十分激烈，要想使企业立于不败并保持活力，就必须使员工的收入直接与企业的盈利水平挂钩，员工的利益来自于公司的收益。根据该公司的特点，岗位薪点工资制的工资单元主要由四部分构成：岗位薪点工资、技能薪点工资、工龄薪点工资、学历薪点工资。在此基础上，将岗位薪点工资分成两部分：一部分固定，另一部分浮动，经考核后发放，即与公司效益挂钩。
本论文是将薪点工资制应用于该企业的一次尝试。论文由三部分构成：第一部分是有关薪酬的理论知识，涉及古典、现代薪酬理论、激励理论、工资形式、薪酬结构等。第二部分是红太阳有限食品公司的相关情况介绍，包括：人员构成、文化程度、分配制度、行业特点、战略目标等。第三部分是薪酬设计，
涉及设计原则、等级制度、薪点工资制的优点、工作分析、绩效考核、工资测
算、测算过程、测算结果等。
对红太阳食品有限公司的薪酬设计成功与否，关键要看该制度在企业运行
后的结果如何，我将继续深入企业，观察和了解。由于是第一次尝试，缺点和
错误肯定不少，敬请指正。
As China entered WTO,China needs to keep closer relationships with the world than before.And China has more things to study in all fields,especially in management in organizations.Human resource management(HRM) is a necessary activity in all organizations.Managers have become aware that HRM is a function and area that can play a vital role in the success of organizations.HRM is an active participant in charting the course an organization wants to keep competitive.productive and efficient.HRM's focal point is people and people are the lifeblood of organizations. So the uniqueness of HRM lies in its emphasis on people in work settings and its concern for the well-being and comfort of the human resources in an organization.Compensation is one of the functions of HRM that deals with every type of reward individuals receive in exchange for performing organizational tasks. It consists of financial and nonfinancial compensation.Praise,self-esteem and recognition is concluded in nonfinancial compensation.The objecti
ve of the compensation function is to create a system of rewards that is equitable to the employer and employee alike.
I was given a chance to apply what I had studied in Sichuan University to the company which lies in H city in Sichuan province.The company was a state-owned factory before 1996.From 1996 onwards,it began to be tansformed from under the planned-economy system to the market-oriented system.And now the company is owned by 43 share-holders.But unfortunately for the company,all the share-holders
are the employees.Of course,the situation must affect the management of the company.Almost all workers have the same thought that we mustn't be dismissed. So the leaders of the company invited some experts of Sichuan University to guide the further reform.I joined them.
Poit-pay sytem is based on the job's responsibility,skill,condition and difficulty.It is chosen for the design of the company's compensation system because of the unique situation of the company and the industry in which the company lies.The competition of food industry is very flerce.Employees' income must be associated with the interests levil of the company if the company wants to survive in the industry.According to the situation of the company,the point-pay system consists four partsyob point,skill point,diploma point and seniority.And the pay is divided into two parts:one is fixed,the other is changeable.The changeable part varies with the company's interests levil.
My thesis consists of three parts.The first part is about the compensation's defmition,functions,influencial factors,forms,etc.The second part is about the company itself. The third part is about the course of compensation design for the company.
Any suggestions and comments about the thesis are welcomed because this is the first try for me to design the system of this kind.
I sincerely thank my teacher Tao Li and He Chengjin.
引文
(1) 《薪酬管理实务手册》刘军胜 编著 机械工业出版社，2002
(2) 《一种科学的分配方式：薪点工资制》钱世明 钱世衍，《中国劳动科学》，1996
(3) 《人力资源管理——贏得竞争优势》[美] 雷蒙德·A·诺伊 中国人民大学出版社，2001
(4) 《管理人力资本》[美] 迈克尔·比尔等 华夏出版社，1998
(5) 《人力资源管理》余凯成、陈维政 大连理工大学出版社，1999
(6) 《企业薪酬设计与管理》王学力 广东经济出版社，2001
(7) 《薪酬方案设计指南与案例精选》刘秉泉 中国人事出版社，2000
(8) 《工资收入分配》祝宴君 中国劳动社会保障出版社，2001
(9) 《人力资源管理》[美] 伊凡瑟维奇 机械工业出版社，1998
(10) 《组织行为学》 [美] 斯蒂芬·P·罗宾斯 中国人民大学出版社，1996
(11) 《薪酬设计技巧》谌新民 张帆 编著 广东经济出版社，2001
(12) 《工作分析实务手册》郑晓明 吴志明 编著 机械工业出版社，2002
(13) 《红太阳食品有限公司文件》2000—2002
(14) 《四川统计年鉴》中国统计出版社，2000—2002
(15) 《绩效管理实务手册》武欣 机械工业出版社，2001
(16) 《绩效管理》[英]理查德·威廉姆斯 东北财经大学出版社，1999
(17) 《薪酬方案—如何制定员工激励机制》[英]约翰·E·特鲁普曼 著 刘吉 张国华 主编 上海交通大学出版社，2002
(18) 《加快发展我国绿色食品市场的方式和途径》李崇高 汤敏生 陈秀敏 《广州食品工业科技》，第18期，总第72期，2002
(19) 《实行岗效薪点工资制的探讨》，易先进，《中国电力企业管理》，第8期，2002
(20) 《数字2002》，耿勤，《中国食品工业》，第1期，2003
(2) 《一种科学的分配方式：薪点工资制》钱世明 钱世衍，《中国劳动科学》，1996
(3) 《人力资源管理——贏得竞争优势》[美] 雷蒙德·A·诺伊 中国人民大学出版社，2001
(4) 《管理人力资本》[美] 迈克尔·比尔等 华夏出版社，1998
(5) 《人力资源管理》余凯成、陈维政 大连理工大学出版社，1999
(6) 《企业薪酬设计与管理》王学力 广东经济出版社，2001
(7) 《薪酬方案设计指南与案例精选》刘秉泉 中国人事出版社，2000
(8) 《工资收入分配》祝宴君 中国劳动社会保障出版社，2001
(9) 《人力资源管理》[美] 伊凡瑟维奇 机械工业出版社，1998
(10) 《组织行为学》 [美] 斯蒂芬·P·罗宾斯 中国人民大学出版社，1996
(11) 《薪酬设计技巧》谌新民 张帆 编著 广东经济出版社，2001
(12) 《工作分析实务手册》郑晓明 吴志明 编著 机械工业出版社，2002
(13) 《红太阳食品有限公司文件》2000—2002
(14) 《四川统计年鉴》中国统计出版社，2000—2002
(15) 《绩效管理实务手册》武欣 机械工业出版社，2001
(16) 《绩效管理》[英]理查德·威廉姆斯 东北财经大学出版社，1999
(17) 《薪酬方案—如何制定员工激励机制》[英]约翰·E·特鲁普曼 著 刘吉 张国华 主编 上海交通大学出版社，2002
(18) 《加快发展我国绿色食品市场的方式和途径》李崇高 汤敏生 陈秀敏 《广州食品工业科技》，第18期，总第72期，2002
(19) 《实行岗效薪点工资制的探讨》，易先进，《中国电力企业管理》，第8期，2002
(20) 《数字2002》，耿勤，《中国食品工业》，第1期，2003
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