美国著名管理大师彼得德鲁克认为“所谓企业管理最终就是对人的管理。”人力资
源作为一种生产要素在企业乃至整个社会经济运行中的重要性越来越引起企业家的关
注。而在整个人力资源管理体系中,健全的薪酬管理系统是吸引人才、保留人才、激励
人才、发展人才最有力地工具。因此,建立科学的、系统的薪酬管理体系,对于企业在
知识经济时代获得生存和竞争具有重要意义。
外籍人员子女学校的发展有其自身的特点,在薪酬管理上不可能完全照搬其他学校
的管理模式,其薪酬体系应适应外籍人员子女学校的管理和自身发展特点,因此如何建
立与之相适应的员工工资激励机制是当前学校的重要任务之一。
本文以MD国际学校的薪酬管理体系为研究对象,对学校的薪酬体系现状进行深入
调查。针对学校存在的问题,笔者依据现代企业薪酬理论对其进行了深入、细致的分析,
并提出了解决问题的基本方法,同时依据薪酬体系设计的程序,结合学校的发展战略和
实际情况,确定了学校薪酬体系设计的基本原则和最终解决方案。虽然这个新方案不是
很完善,但也为当前外籍子女学校的薪酬体系提供了某种现实选择。
关键词:国际学校;薪酬体系;岗位评价
东北大学项士学位论文
Abstract
The Research of the Salary System
of MD International School
Abstract
With China's reform and opening up, the deeply development process of foreign capital
has attracted a large number of expatriates' moving into China. Thus, the education market
demand for the children of expatriates (International School) is increasing dramatically. At
present, China has opened more than 100 International Schools for children of expatriates'
and the number is still expanding rapidly. As a result, education for foreign students becomes
an important part of China's education.
Peter Drucker, famous management master of United States, believes that the so-called
enterprise management is human resources management at the end. Human Resources is now
catching more and more entrepreneurs' attention for its significant role in the entire social
economy as the production element. In the human resources management system, a sound
salary management system is a key tool to attract, retain, incentive and develop talented
people. Therefore, in order to survive in the knowledge-based economy era, it is essential for
enterprise to establish a scientific and systemic salary management system.
The development of schools for children of expatriates has its own characteristics, which
determines salary management cannot copy other schools,completely. The salary system
should adapt to schools for children of expatriates' own characteristic and future development.
So how to build a suitable employee salary incentive mechanism is one of the most important
tasks for this kind of school at present.
This paper analyses the salary management system of MD International School, and
invests the school's salary system situation. Through the careful analysis, the paper is going to
put forward some basic method to the current problems according to the modern enterprise
salary theory. At the same time, this thesis is also determining the school salary system design
principles and final solution with the combination of the school development strategy and the
actual situation, based on the compensation system design procedure. Even though, this new
solution is not perfect, it offers some practical idea for the salary system of current schools of
expatriates' children.
Key words: International School; salary system; post appraisement
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