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随着我国城市建设脚步的加快,城市轨道交通正进入一个迅猛发展 的时代。它横跨多方位、多领域,需要积聚管理、技术、生产等多方面、 多层次的人才。因此,要求企业的人力资源管理能够适应这种巨大的人 才跨度,以满足企业战略发展的需要。 本文以上海城市轨道交通为背景,对上海某大型集团企业及其下的 运营管理公司和资产经营管理公司的薪酬体系进行分析,提出新的薪酬 方案。其中,负责轨道交通日常运营维护管理的运营公司历史久、薪酬 结构复杂,已跟不上业务发展的需要,如何完成薪酬新旧体制的转换成 为主要问题。而资产经营管理公司是新成立的多元化业务企业,主要涉 及轨道交通周遍的商业、地产、物流、广告等的资产管理,人才市场化 程度较高,设计时需要在考虑集团内部平衡的同时注重绩效激励的作用。 这两家公司是集团企业中重要的业务组成部分,互相之间紧密联系。 文章中主要依据内部一致性、外部竞争力、员工的贡献等设计原则, 使用散点图、高低图、相关性研究等方法对集团公司和运营管理公司的 薪酬结构、薪酬水平、岗位薪资等进行分析,发现它们的薪酬制度在整 体性、标准化、统一任职资格和能力模型、绩效考核、员工发展空间等 方面均存在不足,阻碍了集团和公司的发展。 为满足集团企业的发展战略、构筑人才高地和促进员工职业发展的 总体目标,本文提出基于岗位胜任力的宽带薪酬制度和基于平衡计分卡 的绩效评价体系。在分别对运营管理公司和资产管理公司的内部职位体系进行分析、调整、定义岗位价值和胜任力要求的基础上,分别给出具 体的薪酬结构、绩效薪酬和福利补贴等设计方案。在绩效考核管理中给 出考核层级、流程、指标体系、评分标准和执行措施等整个操作流程, 注重将绩效考核与薪酬系统挂钩,通过绩效考核来评估岗位价值和员工 能力,来兑现绩效薪酬。运营管理公司中注重薪酬转换,资产管理公司 中偏重绩效激励。此外还建议将绩效考核与岗位晋升、员工培训、职务 轮换、荣誉激励等结合起来,从整体上形成科学有效的激励体系,给出 明确的员工发展通道,指引并促进员工职业能力的发展。 关键字:城市轨道交通、岗位胜任力、宽带薪酬、平衡计分卡、绩效THE DESIGN AND RESEARCH OF THE COMPENSATION AND BENEFIT SYSTEM OF METRO COMPANIES ABSTRACT With the swift development of city construction, metro industry is entering a period of rapid growth. It needs managerial talent and skilled personnel in different levels and fields. Human resources management will face tough competition to fulfill the company’s development strategy. This thesis analysis the pay system’s problems of one group company and two companies which belong to it in Shanghai’s metro industry and designs compensation and performance appraisal plans for them. One company, established recently, runs different commercial activities such as commerce、real estate、advertisement and logistics. Incentive pay is an important part in this company’s pay system. While, the problem of the other company is how to make new compensation system understood and executed successfully. Based on Equity Theory、theory of Expectancy 、Motivation-hygiene Theory and some design principle, this article use statistics tools like Scatterplot、High-Low Charts and Correlations analysis to show the original pay system structure、level、standard and illustrate the important issues. This report takes a global view of the weak point of original compensation system: disunity standards、vague job qualification and restriction、narrow career development space and ineffective performance appraisal.In order to solve these problems, integrate compensation design with company strategy, attract talented person and promote career development of staff this article gives a recommendation of competence-based broadband pay structure、balanced scorecard performance appraisal and some advice of execution. These are followed with structure analysis, job redesign and competency model definition of these two companies. This article provides a new proposal to tie compensation to operation performance and combine performance with rotation、training、promotion、recruitment and reward. It transforms the compensation system into a more scientific and effective plan. It can offer a better environment for career development. KEY WORDS: metro industry, broadband pay structure, competence-based, balanced scorecard, performance appraisal目 录 前言................................................................................................................. 1 第一章 行业和公司背景 .............................................................................. 2 1.1 行业发展................................................................................................. 2 1.2 企业背景................................................................................................. 4 1.3 薪酬目标................................................................................................. 5 第二章 薪酬设计理论依据 .......................................................................... 7 2.1 薪酬设计原则 ........................................................................................ 7 2.1.1 内部一致性 ........................................................................................... 7 2.1.2 外部竞争力 ........................................................................................... 8 2.1.3 员工的贡献 ........................................................................................... 8 2.2 激励理论体系 .......................................................................................... 9 2.2.1 期望理论 ............................................................................................... 9 2.2.2 公平理论 ............................................................................................. 10 2.2.3 综合激励理论..................................................................................... 13 第三章 轨道交通企业薪酬问题分析 ........................................................ 14 3.1 问题分析 ................................................................................................ 14 3.1.1 集团薪资结构................................................................................... 14 3.1.2 运营公司薪资结构 .......................................................................... 15 3.1.3 运营公司薪酬水平............................................................................. 16 3.1.4 运营公司薪酬结构............................................................................. 21 3.2 问题根源和解决方法............................................................................ 233.2.1 主要问题 ............................................................................................. 23 3.2.2 问题的根源 ......................................................................................... 25 3.2.3 解决方法........................................................................................... 25 第四章 薪酬方案设计原则 ........................................................................ 26 4.1 基于岗位胜任力.................................................................................... 26 4.2 内部公平与外部竞争............................................................................ 28 4.3 宽带薪酬 ................................................................................................ 29 第五章 职位体系设计 ................................................................................ 32 5.1 职务分析 ................................................................................................ 32 5.2 基于胜任力的岗位薪酬设计................................................................ 36 5.2.1 岗位薪酬定位..................................................................................... 36 5.2.2 岗位胜任力要求................................................................................. 37 5.3 资产管理公司职位体系设计................................................................ 37 5.3.1 组织结构 ............................................................................................. 37 5.3.2 职位体系设计..................................................................................... 38 5.4 运营管理公司职位体系设计................................................................ 39 5.4.1 组织结构 ............................................................................................. 39 5.4.2 岗位序列 ............................................................................................. 40 5.4.3 岗位层级设计..................................................................................... 40 第六章 薪酬方案设计................................................................................. 41 6.1 资产管理公司基本薪酬设计................................................................ 43 6.1.1 薪酬结构设计..................................................................................... 43 6.1.2 津贴设计 ............................................................................................. 466.1.3 绩效薪酬设计..................................................................................... 48 6.2 运营管理公司基本薪酬设计................................................................ 52 6.2.1 岗位薪酬分布..................................................................................... 52 6.2.2 薪酬结构设计..................................................................................... 56 6.2.3 绩效薪酬结构设计............................................................................. 58 6.3 薪酬多样化设计.................................................................................... 60 6.3.1 补充薪酬 ............................................................................................. 60 6.3.2 福利计划 ............................................................................................. 61 第七章 薪酬实施和评估 ............................................................................ 62 7.1 薪酬执行措施 ........................................................................................ 62 7.1.1 薪酬制度改革时期的基本措施......................................................... 62 7.1.2 派遣雇员薪酬设计............................................................................. 63 7.2 评估方法和原则.................................................................................... 64 7.3 评估层级和流程.................................................................................... 65 7.4 评估指标体系 ........................................................................................ 67 7.5 评分标准 ................................................................................................ 70 7.6 评估执行 ................................................................................................ 71 7.7 员工发展与胜任力提升........................................................................ 74 第八章 研究结论和应用价值..................................................................... 75 8.1 研究总结 ................................................................................................ 75 8.2 应用价值 ................................................................................................ 76 8.3 后续研究 ................................................................................................ 77