在传统的薪酬体系里,薪酬是经常和某个人在组织里的行政等级或者行政位 置互相一致的,也就是职位越高必然带来薪酬越高;但是在企业内部结构日益向 着扁平化方向发展的趋势下,大大压缩组织内部的等级数量成为了必然,工程师 及职能管理人员的职位数量和晋升级数非常有限,从而在相当的程度上弱化了传 统薪酬体系的激励效用。所以,引入一种能够改造传统薪酬体系重岗级晋升的激 励机制,使薪酬调整不再为单一的岗级所制约的新型薪酬体系就成为了需要。这 种体系能更多的与员工和企业的实际绩效相结合,从而匹配企业组织结构扁平化 的变革,最大可能的促进企业发展。 宽带薪酬理论在这样一个背景下应运而生。宽带薪酬指的是对薪酬变动范围 和多个薪酬等级进行新的组合,从而实现相应较宽的薪酬变动范围以及相应的相 对较少的薪酬等级。 在DY企业里,原来的薪酬体系不够合理,职能管理人员对薪酬满意程度较 低,有害于企业绩效的提高和长远的发展。本文通过认真的调查研究,找出DY 企业薪酬管理中的问题,并使用宽带薪酬理论对现有的薪酬体系进行完善。通过 设计出合理的薪酬方案,实现对职能管理人员卓有成效的吸引和激励,使其潜在 的能力得到不断开发。 文章的第一部分给出了问题,介绍了选题的背景、研究的目的、意义、思路, 研究方法及文章框架。第二部分对相关薪酬设计和薪酬理论进行了回顾;全面整 理了国内外学者在国内外企业应用宽带薪酬体系的实践经验以及宽带薪酬领域 的科研成果,最后在分析我国企业实际情况的基础上探讨了宽带薪酬体系应用和 实施的必要条件。第三部分阐述了 DY企业宽带薪酬体系的设计流程,主要包含 设计之前的准备阶段与设计阶段。阐述了宽带薪酬在DY企业的实践性和它设计 的详细过程,运用科学的、现代的方法,建立一套卓有成效的、适应该企业特点 的薪酬体系。第四部分总结DY企业实施宽带薪酬体系所取得的研究成果,并从 科学运用宽带薪酬理论和完善相关保障措施两方面提出建议,以期可以为其他企 业在计划实施和推行宽带薪酬体系时,怎样更有效发挥这个薪酬体系的功能,提 I 早意识、以及避免其消极作用提供了一些思路。本报告最终的探讨和写作目的就 在于通过DY企业的案例阐明宽带薪酬理论的运用能有效地将企业利益和企业 职能管理人员利益有机结合起来,吸引、留住和培植高素质、有能力的人力资本, 从智力基础上筑牢企业的可持续发展能力和核心竞争力。 关键词:宽带薪酬;薪酬体系;方案设计 II Abstract In the traditional salary system, salary is often associated with a person in the organization's administrative status or administrative level match, i.e. the higher the position's salary is higher, however,driven by the trend of organizational structure tending to be flatten, the number of enterprise interior rating is greatly compressed, functional managers and engineers promotion series and the number of positions are quite limited,leading to the traditional salary system can not effectively play it's role. Therefore, we need to introduce a new pay system,to transform the traditional salary system in heavy job promotion incentive mechanism, the salary adjustment from the single post class limit, make it more combine with actual performance, so as to conform to the flat organization structure reform, to better promote the development of enterprises. In such a background, the theory of broadband salary system came into being. Broadband salary refers to a plurality of salary level and salary change range was reset,thereby becoming a relatively small number of pay grade and corresponding wider salary range. In the DY enterprise, the original compensation system is not quite rational, functional manager's satisfaction with pay is low, is not conducive to the enhancement of corporate performance and long-term development. In this paper, with serious investigation and study, we can identify the problems in the DY enterprise compensation management, and use broadband salary incentive theory to improve the existing salary system. Via broadband compensation theory to design a reasonable salary incentive scheme, 5 effectively attract, retain core talent and excitation functions of management,so that the ability of employees continue to be developed. The first part of this paper puts forward problems,introduces the background of the topic,the study's purpose, meaning, idea and research methods, also the article framework . The second part are reviews of remuneration theory and remuneration design theories,summarizes the research achievements of Chinese and foreign in scholars in the field of broadband salary and their practical experiences of the application of this theory,also discusses the necessary conditions of application and implementation combined with the actual situation of Chinese enterprises .The third part elaborates DY enterprise broadband compensation system design process, including the design and preparation phase,and analyzes the applicability and design process of broadband pay system in DY company,and finally, use modern and scientific method establishes a set of effectively compensation system that adapt the characteristics of the enterprise. The forth section summarizes the research achievements of DY company's implementation of broadband pay system, and provides two suggestions: how to utilize broadband salary theory scientifically and perfecting relevant safeguard measures, in order to provide some ideas for other enterprises in the implementation of broadband pay system, such as how to effectively play the salary system function, aware and avoid its negative role in advance. All in all5 the purpose of this article is to clarify that the implementation of broadband salary theory can effectively combine both business and enterprise functional managers by the case of DY company, hereby attract、retain and develop high quality and capability human resources, build a strong intellectual basis of core competitiveness and sustainable development capacity of enterprises. Key words: Broad band salary; salary system; program design IV 目录 m m i Abstract Ill 1绪论 1 1.1选题背景 1 1.2研究目的和意义 1 1.3研究思路和研究方法 2 1.4报告基本框架 3 2薪酬体系理论综述 5 2.1薪酬理论 5 2.1.1薪酬的本质及其主要构成 5 2.1.2薪酬理论的发展进程 6 2.2薪酬体系设计理论 9 2.2.1薪酬设计竞争理论 9 2.2.2薪酬设计激励理论 11 2.2.3薪酬体系设计的流程 13 2.3激励及激励理论 15 2.3.1激励及激励的特点 15 2.3.2激励理论的发展历程 16 2.3.3现代激励理论发展趋势 17 2.3.4激励机制及激励机制的主要类别 18 2.4宽带薪酬理论 18 2.4.1宽带薪酬的内涵和用途 19 2.4.2国内外宽带薪酬理论综述 20 2.4.3国内外宽带薪酬操作实践经验综述 25 2.4.4宽带薪酬的适用条件 27 3DY企业宽带薪酬方案设计 31 3.1 DY企业简介 31 3.1.1企业的基本情况 31 3.1.2企业人力资源情况 31 3.2DY企业薪酬管理现状 32 3.2.1 DY公司薪酬管理体系 32 3.2.2 DY公司的薪酬管理存在的最主要问题 35 3.2.3 DY公司宽带薪酬体系的适用性 38 3.3 DY企业薪酬方案设计目标 39 3.4 DY企业宽带薪酬体系方案设计 41 3.4.1确定设计原则 41 3.4.2制定薪酬策略 42 3.4.3进行工作分析 42 3.4.4岗位评价 44 3.4.5薪酬层级的设计 47 3.4.6薪点系数的确定 48 3.4.7确定薪酬结构 50 3.4.8 DY企业宽带薪酬体系设计方案 50 3.4.9 DY企业宽带薪酬体系的实施与调整 51 3.5 DY企业宽带薪酬设计方案实施效果 52 4结论与建议 54 4.1研究结论 54 4.2研究建议 55 4.2.1科学运用宽带薪酬理论 55 4.2.2完善实施宽带薪酬的保障措施 56