关键词:薪酬体系;美容企业;绩效工资制;美容师
Abstract
Based on the research on compensation system theories,the best compensation
system for all types of company does not exist.The thesis studied many compensation
theories including the compensation strategy,the youth staff and women staff reward
preference as well as the characteristics of beauty service industry.lt concludes that a
proper compensation system should be adapted with the developmental stage and
strategy,the industry characteristics as well as the staff reward preference. Beauty
service industry depends highly on the human resource,which compensation strategy
should not only be regarded as the finance cost but also as a kind of strategy
investment.The importance of the thesis is to optimize the compensation system of NJ
Health Club in according with the development stage and the industry
characteristics.Firstly,the thesis put forwards six principles of the compensation
strategy,which includes the fairness principle,the incentive principle,the competition
principle,the strategy orientation principle,the coordination principle and the economy
principle.Secondly,the thesis is tring to establish a compensation risk management
philosophy, paying attention to all aspects of system risk control.Thirdly,it tries to
establish a performance compensation model mainly around corporate strategy,
improving post design and performance assessment system, as well as enhancing
operability.Fourthly, it is to simplify the compensation structure, reduce the risk of a
fixed salary, enhance salary flexibility, strengthen the salary budget management, and
establish a financial security for implementation of the welfare system.Finally,the
thesis suggest to develop a market-leading pay level and improve the long-term
incentive mechanism for core positions.This paper also discussed protection measures
for this optimization,and implementation results and risks were predicted.
Key Words: Compensation system; Beauty service enterprise; Performance
wage; Beautician
第一章序论
第一节选题背景及意义
一、选题背景
NJ养生堂是一家成立于2009年的微型企业,目前拥有员工数7名。股东认
定美容养生行业具有较好的发展前景,因此已于2012年制定出企业发展规划,
拟在2年内再布局一家连锁养生医馆和一家养生会所。但自2012年以来,同行
业薪酬不断提高,成长中的NJ养生堂的招人困境更加凸显。一方面员工工资增
速远远高于业绩增速,另一方面即使亮出高薪,仍然没有高素质者前来应聘,
往往招来一些素质差强人意的人,反过来形成“劣币驱逐良币”的用人窘境,
只能被动接受人才市场的挑选。为有效吸引优秀人才,提升激励效果,本文拟
从NJ养生堂的发展战略和发展阶段出发,为其提出优化薪酬体系的思路。
二、选题意义
薪酬问题涉及劳动者、用人单位、市场、政府、社会等各方面,无论是对
宏观经济还是微观经济都有着重要影响。本文的选题主要涉及下列四个方面的
意义:
(-)合理的薪酬体系是促进企业成功的关键因素
合理的薪酬体系是促进企业人力资源发展的核心因素。促使企业成功的因
素很多,德鲁克(P.Druker)认为:“每一个组织都需要三个方面的绩效:直接
的成果、价值的实现和未来人力的发展。缺少任何一方面的绩效,组织注定非
垮不可。”舒斯特(F. E. Schuster)在1986年出版的《A战略:人与效益的关系》
一书中指出:“不少公司把研究和满足职工需要作为主要的经营战略来提高生产
率,已经取得显著成就。由此获得的生产率旳增长,并非10%或20%的小幅度增
长,而是200%乃至更大幅度的飞跃。” Alexandra Dawson将企业资本的研究重
点放在了人力资本上,他认为没有人力资本,企业的任何活动都不会有效1。而
薪酬是劳动者的基本需求,贯穿劳动者成长的始终。在华信惠悦咨询公司所做
的2003-2004Work China (中国企业员工忠诚度)调查中显示,虽然薪酬不是员
工留在企业的主要原因,但却是他们辞职的首要原因。要想充分发挥人力资源
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