BC集团基于职能的薪酬体系研究

华中科技大学硕士学位论文BC集团基于职能的薪酬体系研究姓名：吴从戎申请学位级别：硕士专业：工商管理指导教师：胡蓓20080422IBCBCBCBCIIAbstractCompensationdesignisthemostimportantpartofthehumanresourcemanagement.Theimportanceisderivedfromthefunctionofpromptingandsecurityofsalary.However,itwouldnotproduceanticipatedmotivation,evenhavetheoppositenegativeeffectifthedesignwasunreasonable.UndertheguidanceofmoderncompensationmanagementtheoryandcombiningtheactualsituationofBCGroup,thethesisanalyzedandresearchedintothedesignofBCGroup’scompensation,whichbasedonjob&competencybytheapplicationandscientificandreasonableprinciples.Itisaimedtoreestablishthecompensationsystemandresolvethecurrentproblems,whichhamperedthedevelopmentofenterprisesuchasunequalpayandlowprompting.Thethesisfirstlyexpatiatedonresearchingbackgroundwiththeintroductionoftheframeofcompensationmanagementtheoryandreviewedtheresearchingtrendofcompetencydesigntheory.Onthebasisoftheabovecontents,itdeterminedtheresearchingdomainanddirection.ThenthethesisoutlinedtheactualityoftheBCGroupmanagementandcompensation,whichwasreadytoestablishthecompensationbasedonjobandcompetency.Inaddition,itanalyzedthebasicworkofthecompensationdesign,includingevaluatingthevalueofjobs,jobqualificationassessment,thedesignofsalarytable.Accordingtotheresultsofthework,thecompensationwasdesignedandimplemented.Finally,itreviewedandsummarizedtheimportantproblemsduringthedesignandtrialimplementation.Adiscussionisclearlydrawnonthedesignofthecompensationbasedonjobandcompetencyinthisthesis,whichwillexertgreatreferentialsignificanceondesigningorreestablishingcompensationsystem.Keywords:Jobevaluation,Compensationbasedonjob&competency,Compensationsystem111954(Peter.F.Drucker)[1]HRM[2]1.11.1.12(GeorgeT.Milkovich,2002)[3]1.1.2BCBCBC3BC[4]BC4BC1(JobEvaluation)[5]23451.21.2.15[6][7][8]1-161-12005P374[9]71.2.2,MaxU=W-g(e)UWg(e)MaxP=R(e)-WPR(e)WeU(R(e))MaxU=W(R(e))-g(e)ee1.2.3208[10][11]1-11-112934=/5MPL65107839J.S.Adams111.2.4[12]121212()ITIT1312143,,,41556competence,:2070,DavidMcClelland,90,PrahaladHame,,,[13],,,,,16,,,,70030016%78%20%45%[14]70%40%(1996),7[15]17,,BC1.3BCBC18123BC1212BC192BCBC2.1BC1989BCBCBCBC7420072620071003BCBCBC202.1.170BC2.1.2BC200121WTOWTO2002200320042005572006102006BC22BC2.2BCBC2009295.52.2.1BC12WTO3BC10234BC5BCBC2.2.2BC1BC200622005BC243420062.32006BC3200501.6%BC2005BCBC2.3.1BCBC21BC2521BC262.3.21122%1632%2346%2222%36%14%2.3.3BC200122%36%14%28%12342778%20%2833.1BC“”,293.2[16]3.2.13-130*****312003P33BC31BC3132BC33BC3.2.2323434MercerBC3535BC1234567333.2.3BC36343616871246751909013511025105711613010550120802510HR571161301040120702553479210602010540201135101025204510153.3skillsabilitiesbehaviors3.3.1BCBC3-73537BC30%801011010030%801210252010030%B801101001108010%180138535905100/12/8085553.3.2383638BC12343.4393739BC12345678910111160018002000220024002600280030003200200218002000220024002600280030003200340020032000220024002600280030003200340036002004220024002600280030003200340036003800200524002600280030003200340036003800400020062500280031003400370040004300460049003007280031003400370040004300460049005200300830003500400045005000550060006500700050094000450050005500600065007000750080005001044005200600068007600840092001000010800800116000680076008400920010000108001160012400800127000850010000115001200013500150001650018000150013900010500120001350015000165001800019500210001500141200014500170001950022000245002700029500320002500151600019000220002500028000310003400037000400003000162100025000290003300037000410004400048000520004000383131310310BC42002005200200630030073003008600500393.5BC21680.6%62.2%[17][18]323240BC30%82%79%414414142BC4.14.1.1BC1BC42BC430204060123BC42BC7000.4%20%0.4%2025%10%24-344444-345A-A181716151413121110987654321444.1.24141BC703080209010a10b8c346BCBC4242703080204.2[19]43474320%BC20%4444BC48BC34%-40%BC4.34545BC1020%49BC505BC5.1BC515.2525.3BCBC53BC716BC545556[1]..:,2001[2]..:,2001[3]HarvardBusinessReviewonCompensation..:,2004[4]..:,2003[5]..:,1999[6]..:,2002[7]..:,2004[8],,..:,1995[9]..:,2003[10]..:,2000[11]J..:,2002[12]..:,2004-3-30[13]..:,2006(16)[14],..:,2003[15]..:,2003-06-20[16]..:,2003[17]AlanH.Locher&KennethS.Teel,”PerformanceAppraisal-ASurveyofCurrentPractices”.PersonnelJournal,May.1977[18]RandallS.SchulerandVandraL.Huber.PersonalandHumanReasourceManagement,West,1993[19]B.39.:,2002[20]..:,200557[21]..:,2006[22]..,2002(1)[23]..,2004(1)[24]..,2004(4)[25].:.,2003(4)[26],..,2003(3)[27]..,2001(5)[28]..,2005(11)[29]..,2006(30)[30]..,2006(2)[31],..CEO,2003(8)[32]..,2007(2)[33]Herzberg.Frederick.HerzbergonMotivation.PentonEducationDivision,Decemberl991[34]Reaser.JessDalton.CEOandAverageEmployeePayDuringthe1980sFirm-levelDeterminants.Developments,andEffects[D].MichiganStateUniversity,2000[35]WalkerJW.HumanResourceStrategy.NewYork:TheMcGraw-Hill,199262[36]MelissaW.Barringer.ATheoreticalExplorationoftheAdoptionandDesignofFlexibleBenefitPlan:ACaseofHumanResourceInnovation.AcademyofManagementReview,1998,23(2)[37]Hussain,A.,P.LanjouwandN.Stern.IncomeInequalitiesinChina:EvidencefromHouseholdSurveyData.WorldDevelopment,1994[38]Milkovich.HumanResour