华西化工集团薪资设计
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摘要
知识经济时代的来临和中国加入WTO，必将导致经济全球化进程的加快，中国企业要在知识经济和经济全球化时代获得生存空间，从薪资方面来说，就是如何利用薪资杠杆，吸引、留住和激励优秀的人才，使他们的能力得以充分和持续的发挥。无论是提供良好的经营管理机制，还是广阔的个人发展空间，公平、合理和富有竞争力的薪资管理体系绝对是不可或缺的。
薪资设计是建立现代薪资管理制度的前提和重要组成部分。而如何设计和建立一套科学的、符合中国国情以及适应和促进企业在知识经济和经济全球化时代发展需要的薪资制度，对中国的企业来说，是一个全新而重大的课题。本论文尝试在人力资源理论，特别是在激励理论和薪资理论的指导下，通过对现代企业制度薪资体系的研究，在对成都华西化工科技集团原有的薪资制度进行实证分析和研究的基础上，所进行的薪资体系再设计的实践经验为例，努力寻找和建立对中国企业适应在知识经济和全球化时代获得竞争优势的具有一定借鉴意义的薪资体系。论证良好的薪资管理制度对企业经营发展的重要作用。
对于大多数管理者来说，管理与其说是理论，不如说是行动。管理者们是正确的。管理是主动灵活的，而不是纯粹的理论。然而，缺乏理论指导的管理盲目而冲动。缺乏理论支持的实践，管理者们只能绝望地在各种不同的危机中挣扎。因此，本论文在第一章里，对有关的理论作了较为详细的批评性回顾，为我们对华西化工科技集团进行的实证研究提供理论准备。在这一章里，我们评述了西方经济学界较有影响的几种激励理论和具有代表性的工资理论；并对本论文中薪资的含义作了明确的界定，同时，也对薪资的本质、特点、功能、主要形式，以及影响薪资的因素、薪资设计的基本原则等作了较为详细的阐释。这一章的内容构成了本论文的理论基础。
在第二章，首先对华西公司的基本情况作了简单的介绍；接着，对公司目前的薪资状况，从经营者年薪制、结构工资制和固定工资制三个方面进行了详细的分析和诊断，指出其不足和存在的问题，以及
对公司现实管理的重大影响。
论文的第三章，在前两部分理论研究和对华西公司原有薪资制度的详细剖析的基础上，结合该公司现实管理的需要，对公司各种薪资管理形式提出新的思路及方案。
在最后一部分中，对新方案进行了评估，概括地列出了新方案的一些新特点及意义；同时也指出了其不足之处和存在的问题，以及有待进一步改进的地方。
本论文研究的意义在于：借鉴西方先进的人力资源管理理论及实践，并结合国内企业发展的经验教训，形成适合中国企业特色的薪资管理模式。以先进的理论指导实践，再由实践不断升华为理论，以达到为更多企业提供参考和借鉴的目的，提升企业的市场竞争力。
The approach of the knowledge-based economy age and China entering the WTO will necessarily quicken the progress of world-economy. If Chinese enterprises want to acquire the space to exist, they have to consider how to make use of the function of salary so that they can draw on and encourage talented person, and make their capabilities fully develop. Fair, reasonable and competitive systems of salary are absolutely necessary.
Salary design is the basis and one of important elements to establish modern salary management system.. It is a all new and important subject that Chinese businesses design and establish a set of scientific salary system, which is adaptable to China's environment with promoting the progress of the enterprises at the age. The thesis try to make use of the theories to analyze a business's salary system, and establish a new set of salary system for the business which is meaningful to others. From the example, we enforce the opinion that good salary is very important for a enterprise's development.
For many managers, management is not so much a theory than action. Of course, they are right because management is active and vivid but not pure theories. However management without theories which guide it is often blind and excitable, and action lacking of theories that support it is easy to fall into all kind of crises. Therefore, we firstly criticize a few relevant theories in detail in the chapter 1 which provide the following research with theory-support. In the chapter 1 we criticize a several encouraging theories and salary theories which are representative and influent in western economic field. We also make clear and definite definition on salary's meaning, its inner character, its function, main forms, factors which affect salary and basic principle as to design
salary system, etc.
In the chapter 2, firstly we briefly introduce the West China Chemical Industry CO., Ltd.'s basic things. After that we make analyses on the company's executive year-salary system, construction-wage system and fix wage system. And we point out the problems in the systems which have important influence on the company's development.
In the third chapter 3, based on the former's theories and detailed analyses on the company, new forms of every kind of salary system which are adapted to the company's actual management are put forth. Especially we make detailed treatment about year-salary and constructional wage system's design principles, way of thinking, processes and contents.
In the last part of the thesis, the new projects are evaluated. A few new characteristics and meaning of the projects are listed. And we also point out the things that should be improved further.
The meaning of the thesis are that we try to explore and put forth a set of Chinese-character salary management model which is combined with western advanced HR theories to internal enterprises' experiences and lessons. It is our object to bring theories into practice, and in turn sublimate practices to theories which are useful to businesses and help them enhance competitive abilities.
薪资设计是建立现代薪资管理制度的前提和重要组成部分。而如何设计和建立一套科学的、符合中国国情以及适应和促进企业在知识经济和经济全球化时代发展需要的薪资制度，对中国的企业来说，是一个全新而重大的课题。本论文尝试在人力资源理论，特别是在激励理论和薪资理论的指导下，通过对现代企业制度薪资体系的研究，在对成都华西化工科技集团原有的薪资制度进行实证分析和研究的基础上，所进行的薪资体系再设计的实践经验为例，努力寻找和建立对中国企业适应在知识经济和全球化时代获得竞争优势的具有一定借鉴意义的薪资体系。论证良好的薪资管理制度对企业经营发展的重要作用。
对于大多数管理者来说，管理与其说是理论，不如说是行动。管理者们是正确的。管理是主动灵活的，而不是纯粹的理论。然而，缺乏理论指导的管理盲目而冲动。缺乏理论支持的实践，管理者们只能绝望地在各种不同的危机中挣扎。因此，本论文在第一章里，对有关的理论作了较为详细的批评性回顾，为我们对华西化工科技集团进行的实证研究提供理论准备。在这一章里，我们评述了西方经济学界较有影响的几种激励理论和具有代表性的工资理论；并对本论文中薪资的含义作了明确的界定，同时，也对薪资的本质、特点、功能、主要形式，以及影响薪资的因素、薪资设计的基本原则等作了较为详细的阐释。这一章的内容构成了本论文的理论基础。
在第二章，首先对华西公司的基本情况作了简单的介绍；接着，对公司目前的薪资状况，从经营者年薪制、结构工资制和固定工资制三个方面进行了详细的分析和诊断，指出其不足和存在的问题，以及
对公司现实管理的重大影响。
论文的第三章，在前两部分理论研究和对华西公司原有薪资制度的详细剖析的基础上，结合该公司现实管理的需要，对公司各种薪资管理形式提出新的思路及方案。
在最后一部分中，对新方案进行了评估，概括地列出了新方案的一些新特点及意义；同时也指出了其不足之处和存在的问题，以及有待进一步改进的地方。
本论文研究的意义在于：借鉴西方先进的人力资源管理理论及实践，并结合国内企业发展的经验教训，形成适合中国企业特色的薪资管理模式。以先进的理论指导实践，再由实践不断升华为理论，以达到为更多企业提供参考和借鉴的目的，提升企业的市场竞争力。
The approach of the knowledge-based economy age and China entering the WTO will necessarily quicken the progress of world-economy. If Chinese enterprises want to acquire the space to exist, they have to consider how to make use of the function of salary so that they can draw on and encourage talented person, and make their capabilities fully develop. Fair, reasonable and competitive systems of salary are absolutely necessary.
Salary design is the basis and one of important elements to establish modern salary management system.. It is a all new and important subject that Chinese businesses design and establish a set of scientific salary system, which is adaptable to China's environment with promoting the progress of the enterprises at the age. The thesis try to make use of the theories to analyze a business's salary system, and establish a new set of salary system for the business which is meaningful to others. From the example, we enforce the opinion that good salary is very important for a enterprise's development.
For many managers, management is not so much a theory than action. Of course, they are right because management is active and vivid but not pure theories. However management without theories which guide it is often blind and excitable, and action lacking of theories that support it is easy to fall into all kind of crises. Therefore, we firstly criticize a few relevant theories in detail in the chapter 1 which provide the following research with theory-support. In the chapter 1 we criticize a several encouraging theories and salary theories which are representative and influent in western economic field. We also make clear and definite definition on salary's meaning, its inner character, its function, main forms, factors which affect salary and basic principle as to design
salary system, etc.
In the chapter 2, firstly we briefly introduce the West China Chemical Industry CO., Ltd.'s basic things. After that we make analyses on the company's executive year-salary system, construction-wage system and fix wage system. And we point out the problems in the systems which have important influence on the company's development.
In the third chapter 3, based on the former's theories and detailed analyses on the company, new forms of every kind of salary system which are adapted to the company's actual management are put forth. Especially we make detailed treatment about year-salary and constructional wage system's design principles, way of thinking, processes and contents.
In the last part of the thesis, the new projects are evaluated. A few new characteristics and meaning of the projects are listed. And we also point out the things that should be improved further.
The meaning of the thesis are that we try to explore and put forth a set of Chinese-character salary management model which is combined with western advanced HR theories to internal enterprises' experiences and lessons. It is our object to bring theories into practice, and in turn sublimate practices to theories which are useful to businesses and help them enhance competitive abilities.
引文
1. 李一鸣·生产要素按贡献参与分配·四川日报（2002.11.19）
2. 蒋明新·人力资源开发与管理·西南财经大学出版社
3. 加里.得斯勒·人力资源管理·中国人民大学出版社
4. 蒋冠庄·工资与津贴政策问答·中国人事出版社
5. 刘林·现代成功企业人力资源管理文案范本·中国时代经济出版社
6. 叶向峰·员工考核与薪酬管理·企业管理出版社
7. 杨剑，白云·激励导向的薪酬设计·中国纺织出版社
8. 刘军胜·薪酬管理实务手册·机械工业出版社
9. 崔保华·人力资源整合精华读本·安徽人民出版社
10. 陈锷，原二军·人力资源经理MBA强化教程·中国经济出版社
11．杨体仁,祁光华·劳动与人力资源管理总览·中国人民大学出版社
12．李新建·企业雇员薪资福利·经济管理出版社
13．斯蒂芬.P.罗宾斯·管理学·中国人民大学出版社
14．韦恩.蒙迪，罗伯特.M.诺埃·人力资源管理·北京经济科学出版社
15．刘雄，赵延·现代工资管理学·首都经济贸易大学出版社
16．伊兰伯特，史密斯现·现代劳动经济学·中国人民大学出版社
17. 苏海南·经营者激励与约束-年薪制操作珠·海南出版社
18. 大工.桑普斯福特·劳动经济学前沿问题·中国税务出版社
19. 李啸尘·薪人力资源管理·石油工业出版社
20. 翁天真·企业工资管理·劳动人事出版社
2. 蒋明新·人力资源开发与管理·西南财经大学出版社
3. 加里.得斯勒·人力资源管理·中国人民大学出版社
4. 蒋冠庄·工资与津贴政策问答·中国人事出版社
5. 刘林·现代成功企业人力资源管理文案范本·中国时代经济出版社
6. 叶向峰·员工考核与薪酬管理·企业管理出版社
7. 杨剑，白云·激励导向的薪酬设计·中国纺织出版社
8. 刘军胜·薪酬管理实务手册·机械工业出版社
9. 崔保华·人力资源整合精华读本·安徽人民出版社
10. 陈锷，原二军·人力资源经理MBA强化教程·中国经济出版社
11．杨体仁,祁光华·劳动与人力资源管理总览·中国人民大学出版社
12．李新建·企业雇员薪资福利·经济管理出版社
13．斯蒂芬.P.罗宾斯·管理学·中国人民大学出版社
14．韦恩.蒙迪，罗伯特.M.诺埃·人力资源管理·北京经济科学出版社
15．刘雄，赵延·现代工资管理学·首都经济贸易大学出版社
16．伊兰伯特，史密斯现·现代劳动经济学·中国人民大学出版社
17. 苏海南·经营者激励与约束-年薪制操作珠·海南出版社
18. 大工.桑普斯福特·劳动经济学前沿问题·中国税务出版社
19. 李啸尘·薪人力资源管理·石油工业出版社
20. 翁天真·企业工资管理·劳动人事出版社