平衡工资多理论职能的“双轨制”薪酬框架研究

doi:10.16381/j.cnki.issn1003-207x.2020.0103

中国管理科学 ›› 2021, Vol. 29 ›› Issue (5): 190-201.doi: 10.16381/j.cnki.issn1003-207x.2020.0103

平衡工资多理论职能的“双轨制”薪酬框架研究

余顺坤¹, 宋宇晴¹, 王巧莲¹, 贾宇²

1. 华北电力大学经济与管理学院, 北京 102206;
2. 国家电投集团科学技术研究院, 北京 102209

收稿日期:2020-01-20 修回日期:2020-05-22 出版日期:2021-05-20 发布日期:2021-05-26
通讯作者: 宋宇晴(1992-),女(汉族),辽宁本溪人,华北电力大学经济与管理学院,博士研究生,研究方向:企业管理、现代人力资源管理理论与应用,E-mail:18610369789@126.com. E-mail:18610369789@126.com.

Research on “Dual Track” Salary Framework for Balancing Multiple Theoretical Functions

YU Shun-kun¹, SONG Yu-qing¹, WANG Qiao-lian¹, JIA Yu²

1. School of Economy and Management, North China Electric Power University, Beijing 102206, China;
2. Research Institute of Science and Technology of State Power Investment Group, Beijing 102009, China

Received:2020-01-20 Revised:2020-05-22 Online:2021-05-20 Published:2021-05-26

摘要/Abstract

摘要： 生产力的发展离不开与之相适应的生产关系，分配关系是生产关系的核心，当前较单一的工资决定机制已不能适应企业发展。针对许多企业存在的分配导向混乱、薪酬制度不规范、制度应用面窄、激励效果不明显等问题，本文综合运用多种分配理论，重新梳理工资职能和工资结构的影响关系，利用最优尺度回归分析法，识别出薪酬框架设计的重要影响因素，并采用模糊层次分析法确定指标体系的权重，设计出符合企业组织发展需求和员工发展需要的"双轨制"薪酬框架。本文同时优化了岗位价值评价模型，解决岗位评价中的技术实施难点，减少主观因素对评价结果带来的差异性影响。研究实践证明，"双轨制"薪酬分配制度兼顾员工能力素质与岗位贡献，平衡了员工个体与企业组织各自的需求，理顺了分配关系，有效促进了组织效能提升。

关键词: “双轨制”, 薪酬结构, 岗位价值评价, 模糊层次分析法, 回归分析

Abstract: With the aggravation of competition, management mode has become an important soft power of enterprises. Fair and reasonable salary management will encourage employees to work actively. However, there are some problems in small and medium-sized enterprises, such as the confusion of distribution orientation and unreasonable wages, which indicates that the traditional wage mode is not suitable for developing enterprises. Various distribution theories are comprehensively used to sort out distribution, wages and their work, and to reestablish the indicators which affect wage distribution. Regression analysis method is used to determine the salary design, to put forward analytic hierarchy process, to determine the weight, and to design a "dual track" salary model. Using this method, enterprise leaders can meet the development needs of enterprise organizations and employees. The sample data of 10 enterprises in different industries are selected, which include 430 evaluation representatives at different levels. By using the job evaluation model, the technical problems of job evaluation in the future are solved, and the influence of subjective evaluation is reduced. The empirical analysis shows that the "dual track" wage distribution model is effective, that is, taking into account the ability, quality and work contribution of employees, it straightens the distribution, and effectively promotes the organizational efficiency. It has a wide range of universality and has been verified in the practice of many enterprises.

Key words: “dual track system”, salary structure, job value evaluation, fuzzy analytic hierarchy regression analysis

中图分类号:

F421
F224

余顺坤, 宋宇晴, 王巧莲, 贾宇. 平衡工资多理论职能的“双轨制”薪酬框架研究[J]. 中国管理科学, 2021, 29(5): 190-201.

YU Shun-kun, SONG Yu-qing, WANG Qiao-lian, JIA Yu. Research on “Dual Track” Salary Framework for Balancing Multiple Theoretical Functions[J]. Chinese Journal of Management Science, 2021, 29(5): 190-201.

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平衡工资多理论职能的“双轨制”薪酬框架研究

Research on “Dual Track” Salary Framework for Balancing Multiple Theoretical Functions

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