摘要
薪酬体系及其效果问题是人力资源管理实践的一大难点,也是企业管理理论研究的一个热点。首先,薪酬激励研究的理论基础分为工资理论和激励理论两大类;其次,能力工资、宽带工资和可变薪酬是新薪酬体系形式,有效薪酬体系必须与组织背景相匹配;第三,有关薪酬体系的效果研究结论存在争议;第四,薪酬体系与组织匹配研究偏向理论探讨,缺乏实证分析;第五,美国企业的薪酬管理模式是否适合中国的企业是值得研究的课题。同时,薪酬体系的效果研究需要引进"整体报酬"概念,除薪酬外,还需要考虑其他的非货币形式的激励因素。
The incentive of compensation is the main tool of human resource management in firms. Pay systems are changing with the business environment. How to choose the proper pay system is one of the difficulties in enterprise management. Pay system and its effectiveness are the focal point in the research of enterprises management theory as well. The authors reviewed pay system effectiveness studies and presented a summary in this presentation. Firstly, there exist two types of theories on compensation, i.e. wage theories and incentive theories; Secondly, competency-based pay, broad banding pay and variable pay are new pay systems. An effective pay system must fit the organization design, such as organizational culture and organizational strategy; thirdly, there are still controversies with regard to research conclusions on pay system effectiveness. And some researchers believe that a few new forms of pay systems are not as effective as expected. Fourthly, these publications on reward and organizational systems alignment are too theoretical, and lack of concrete case study evidence. Fifthly, whether these new pay system forms are suitable for Chinese companies deserves empirical exploration. Finally, The concept of'total reward', which includes monetary reward and non-monetary reward, must be introduced into pay system effectiveness research,
出处
《浙江大学学报（人文社会科学版）》
CSSCI
2005年第2期74-81,共8页
Journal of Zhejiang University:Humanities and Social Sciences
基金
国家自然科学基金重点课题资助项目"中国人力资本投资与劳动力市场管理研究"(70233003)
关键词
薪酬体系
效果
激励
薪酬与组织的匹配性
pay system
effectiveness
incentive
reward and organizational systems alignment
