发展型企业薪酬体系设计路径研究

Path Study on Designing Salary System for Development-oriented Enterprises

本文以薪酬理论和企业生命周期理论为指导,建立了一套适合发展型企业特征的完整薪酬体系,包括创业期"即期显性总额模式"、成长期"弹性多元竞争模式"和成熟期"福利领先薪酬模式"等,探讨薪酬设计中各种要素之间的组合关系,并提供各个模式之间的有效衔接和柔性过度。在企业实践的可行性方面以A公司为例,也为同类发展型企业进行薪酬体系的完善和再设计提供建设性的思路,具有极强的理论意义和实践价值。

Based on the compensation theory and enterprise life cycle theory as a guide, the paper designs a dynamic salary system for development-oriented enterprises. There are three salary mode for different stage of enterprises. That is to say, Current Dominant Sum-wage Mode （CDSW） for the beginning stage of enterprises, High Elastic Multi-variant-wage Mode （HEMW） for the growing stage of enterprises and High Welfare Leading-wage Mode （HWLW） for the nmttwing stage of enterprises. The path of designing salary is to regulate the proportion, combination and relationship of wage, bonus and welfare in a compensation system, to guide the transformation from one mode to another. The feasibility of business practice in A company as an example, in order to improve the salary system and re designed to provide constructive ideas for similar development oriented enterprises, has great theoretical significance and practical value.