企业宽带薪酬设计与应用研究
随着中国改革开放的不断深化与发展，市场竞争的压力对企业管理者提出了更高的要求。企业之间的竞争不仅限于财力、物力的竞争，人才越来越成为企业赢得竞争的最为重要的资产。在以人为本的人力资源管理中，人才的去留与薪酬有着直接的关系，从这个意义上讲，薪酬体系的设计与企业的未来发展密切相关。传统级别工资制度在国有企业薪酬制度改革初期被普遍运用，它虽然通过岗位级别的高低，在一定程度使薪酬体现了员工劳动的差异，但仍然存在很多不足，宽带薪酬较之具有很多比较优势，因此受到越来越多的企事业单位的青睐。本文的研究对象为国光公司，该公司近年来人员流动较为频繁，尤其是研发岗位人员的流出，影响了其原有业务的正常开展，并无形中增加了人力资源成本，薪酬结构不合理是一个重要原因。因此，本文旨在使用理论应用与实践研究相结合的方法，建立适合该公司的薪酬体系。首先重点介绍了论文研究的背景。接着回顾了宽带薪酬理论的一些内容，综述了应用研究的理论基础。其次，对企业实施宽带薪酬设计的问题进行分析；再次，简单介绍了国光公司的薪酬体系情况，分析现状问题，挖掘矛盾根源，寻找解决切点。然后，引入宽带薪酬理论，形成适合本公司宽带薪酬设计方案。
关键词：宽带薪酬；薪酬体系；宽带薪酬设计
Abstract
With the deepening of China's reform and opening up and development, the market competition of enterprise managers of pressure put forward higher request. The competitions between the enterprises are not limited to financial and material resources, talents competition become the most important enterprise winning the competition of assets. In people-oriented human resource management, personnel may has a direct relationship with compensation, in this sense, compensation system design and the enterprise's future development are closely related. Traditional level salary system reform in state-owned enterprise salary system, it is generally use early by post level discretion though in the certain degree to make firewood to reflect the employee labor differences, but there are still many shortage, broadband has many comparative advantage than salary, so by more and more enterprises and institution’s favor. This research object for GUOGUANG companies, this company more frequently in recent years, especially the turnover of red posts out, affected its original business, and virtually the normal development of human resource costs, increased compensation unreasonable structure is an important reason. Therefore, this paper aims to study the theory and practice of using the method of combining for this company, establish the salary system. Firstly introduces the background research. Then reviewed several main salary theory, summarized the application research on theory of the theoretical basis. Secondly, this paper points out broadband salary system problems should be paid attention to and the implementing steps; Again, simply introduces enterprise salary system, analyzes actuality problem, mining the source of the problems, search for solutions to the non-oil imports. Then, the introduction of broadband compensation theory fit this company broadband compensation form design scheme.
Key words: broadband salary; Salary system; Broadband salary design
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