随着劳动力成本上升，本地企业的崛起等因素，NZ 中国公司在中国大陆的业务模 式遭遇到前所未有的挑战，公司在华发展遇到了瓶颈。从业务上，尽管公司收入持续增 长，但是利润增长乏力。同时，集团公司看到移动互联行业的快速成长，已经于两年前 进行全球战略转移。为了配合全球战略在中国的落地和实施，NZ 中国公司着手进行战 略转型即从传统的产品销售及服务向新型的 IT 服务转型，包括了 IT 外包管理服务，云 管理服务以及移动互联服务等。特别是移动互联方面的变革是企业在未来发展和增长的 方向。 NZ 中国人力资源管理等方面也需要进行符合企业战略转型的改革。当前，公司人 力资源管理转型的重点就是解决员工的福利性薪酬待遇普遍偏高，激励性薪酬偏低，浮 动薪酬固化等问题。 本管理方案就是基于企业战略转型过程中围绕薪酬结构的问题展开的研究。从在华 外企发展特点，面临的挑战，特别是 NZ 中国在经营中遇到的业务压力，公司管理层的 期望，结合人力资源状况，薪酬理念，对目前人力资源管理中目前的薪酬体系对业务的 影响，对人员管理的影响，对员工士气的影响作出了分析。通过系列数据分析，外部薪 酬的竞争力分析，集团公司对薪酬体系统一化的要求等，提出 NZ 中国公司转型期薪酬 变革管理方案来逐步解决员工的福利性薪酬待遇普遍偏高，激励性薪酬偏低，浮动薪酬 固化等问题。本管理方案已经经公司的亚太管理层批准，并在两个核心部门进行试行。 目前试行的效果已经开始显现，公司管理层将会在后续进行跟踪和调整。 关键词， 在华外资企业 浮动薪酬 薪酬结构 劳动力成本首都经济贸易大学硕士学位 《NZ 中国公司转型期薪酬变革方案》 II ABSTRACT With factors that labor cost increased rapidly，local companies booming growth up，NZ China Co. Ltd is facing business challenge never met before since the company conduct business from. From business perspective，although Revenue is increasing steadily，the profit improvement is still weak. In the meantime，NZ Corporation has foresee the business growth opportunity from Mobility & Internet industry，the company has started to implanted the Business Strategy Transformation since year 2013. In order to execute the company strategy to be landed at China ， NZ China is starting to take the similar approach to transformation business mode from traditional Product Sales & Solution Sales transform to delivery services to IT outsourcing，Mobility management & Cloud Services. Especially focus on mobility management services is the key to the company business growth. Human Resources management should be in line with the company strategic transformation as well. At present，the key focus of the Human Resources Transformation is the Compensation Structure reform. Base on financial report，the stabilization of base pay and lower ratio of Variable pay is the priority we will drive under the standard Global Compensation Structure/framework. This management proposal is the research base on the Compensation Structure reform towards to Business Strategy transformation as well as labor cost efficiency management. From analysis of Multinational Company business conducting in China ， challenges in doing business in China，company expectation，Human Resources demographic analysis，and employee motivations etc.，the management proposal come up a Compensation Structure reform recommendation by using Market compensation information，company Compensation cost analysis，how to compromise existing standardization Compensation Structure，and try to manage well entire Labor Cost，and increase variable pay through implement different Incentive programs. The proposal has been reviewed and approved by NZ Asia Pacific Region for testing at two core Business Units for one year till end of September 2015. By today， the implementation result is positive，and local management is keep tracking and make appropriate adjustment during the year Key Words: MNC in China； Variable Pay； Compensation Structure; Labor Cost首都经济贸易大学硕士学位 《NZ 中国公司转型期薪酬变革方案》 III Contents 1 引言 ............................................................................................................................................................. 1 1.1 选题背景和意义................................................................................................................................ 1 1.1.1 选题背景 ....................................................................................................................................... 1 1.1.2 选题意义 ....................................................................................................................................... 2 1.1.3 理论意义 ....................................................................................................................................... 3 1.2 研究内容和方法.................................................................................................................................. 3 1.2.1 研究内容 ....................................................................................................................................... 3 1.2.2 研究方法 ....................................................................................................................................... 4 2 相关文献与理论综述................................................................................................................................ 4 2.1 薪酬 ................................................................................................................................................... 4 2.1.1 薪酬的基本内涵............................................................................................................................ 4 2.1.2 薪酬的定义.................................................................................................................................... 5 2.1.3 薪酬的特征、功能及作用............................................................................................................ 5 2.1.4 薪酬管理中的重要决策................................................................................................................ 6 2.1.5 薪酬模型分类................................................................................................................................ 7 2.1.6 管理的目的.................................................................................................................................... 7 2.2 理论综述 ........................................................................................................................................... 7 2.2.1 公平理论 ....................................................................................................................................... 7 2.2.2 效率工资理论................................................................................................................................ 8 2.2.3 激励—保健双因素理论................................................................................................................ 8 2.2.4 分享工资理论............................................................................................................................... 9 2.2.5 定制性和多样性相结合的薪酬理论............................................................................................ 9 2.2.6 组织变革期理论........................................................................................................................... 9 2.2.7 变革期薪酬结构转型与企业战略转型的匹配.......................................................................... 10 3 NZ 中国公司现状定性分析..................................................................................................................... 10 3.1 外资企业的发展现状与特点.......................................................................................................... 10 3.1.1 在华外资企业发展历史.............................................................................................................. 10 3.1.2 在华外资企业特点...................................................................................................................... 12 3.1.3 在华外资企业面临的挑战.......................................................................................................... 12 3.2 NZ 中国公司介绍............................................................................................................................... 13 首都经济贸易大学硕士学位 《NZ 中国公司转型期薪酬变革方案》 IV 3.2.1 NZ 中国公司概况 ....................................................................................................................... 13 3.2.2 NZ 中国公司组织概况 ............................................................................................................... 14 3.2.3 NZ 中国公司组织结构 ............................................................................................................... 14 3.2.4 NZ 中国经营情况回顾 ............................................................................................................... 15 3.2.5 NZ 中国公司目前面临的主要问题............................................................................................ 16 3.2.6 公司五年业务任务与目标.......................................................................................................... 17 3.2.7 企业人力资源管理模块.............................................................................................................. 17 3.3 NZ 中国公司薪酬结构现状概况..................................................................................................... 18 3.3.1 NZ 中国公司企业人力资源现状................................................................................................ 18 3.3.2 NZ 中国公司企业薪酬理念........................................................................................................ 21 3.3.3 NZ 中国公司薪酬结构 ............................................................................................................... 22 4 NZ 中国公司的薪酬体系存在的问题..................................................................................................... 23 4.1 公司现行薪酬结构特点.................................................................................................................. 23 4.1.1 公司现行基本固定薪酬特点...................................................................................................... 23 4.1.2 公司现行浮动薪酬特点.............................................................................................................. 24 4.2 公司现行薪酬结构的问题.............................................................................................................. 26 4.2.1 现行薪酬结构对业务的影响...................................................................................................... 26 4.2.2 现行薪酬结构对管理人员的影响.............................................................................................. 27 4.2.3 现行薪酬结构对员工满意度和士气的影响.............................................................................. 27 4.2.4．现行薪酬结构对各级员工收入差异的的影响........................................................................ 28 4.3 NZ 中国公司薪酬结构变革的方向建议......................................................................................... 29 4.3.1 对基本固定薪酬变革方向的建议.............................................................................................. 30 4.3.2 对浮动薪酬的变革方向的建议.................................................................................................. 30 4.3.3 对整体薪酬体系变革方向的建议.............................................................................................. 31 4.4 NZ 中国公司薪酬结构的具体措施建议......................................................................................... 31 4.4.1 薪酬外部竞争力的分析制定...................................................................................................... 31 4.4.2 对本企业固定薪酬与市场数据的分析...................................................................................... 32 4.4.3 对本企业浮动薪酬与市场数据的分析...................................................................................... 33 4.4.4 岗位分类，岗位说明书以及薪酬体系内部一致性及公平性 .................................................. 35 4.4.5 对薪酬结构调整具体措施的建议.............................................................................................. 36 5 公司薪酬结构优化设计方案.................................................................................................................. 37 5.1 NZ 中国公司的薪酬结构优化设计目标......................................................................................... 37 5.1.1 薪酬结构优化设计目标.............................................................................................................. 37 5.1.2 薪酬结构优化设计的优势.......................................................................................................... 37 首都经济贸易大学硕士学位 《NZ 中国公司转型期薪酬变革方案》 V 5.1.3 薪酬结构优化设计存在的问题.................................................................................................. 37 5.2 NZ 中国公司薪酬结构优化内容..................................................................................................... 38 5.2.1 对浮动薪酬结构优化内容.......................................................................................................... 38 5.2.2 增加员工贡献奖.......................................................................................................................... 40 5.3 浮动薪酬体系变革计划的申请和沟通.......................................................................................... 40 5.4 NZ 中国公司薪酬结构方案的试行与变化..................................................................................... 41 6 结论与研究局限 ..................................................................................................................................... 43 6.1 结论 ................................................................................................................................................. 43 6.2 研究局限及未来的研究方向.......................................................................................................... 43 7