中国餐饮连锁企业薪酬管理现状及对策研究——以星巴克为例

Salary Administration Situation of China's Chain Restaurants: a Case Study of Starbucks

用薪酬管理来提升企业的业绩,是餐饮连锁企业在发展中所须解决的重大难题。目前,我国餐饮连锁企业还存在薪酬管理体系不合理、人力资源管理不善、薪酬管理不公平、员工满意度低、人才流动率大等问题。星巴克公司以人为核心的福利体系、员工持股计划以及沟通体系的构建构成了其成熟的薪酬管理体系。我国应借鉴星巴克在薪酬管理上的成功经验,进行人性化薪酬管理,实施长期激励计划和弹性福利制度,以使企业在人才竞争中获得竞争优势,促进企业的健康有序发展。

Improving business performance with salary administration is an essential issue in the development of chain restaurants. Chain restaurants in China now have difficulties in terms of the improper salary administration system, poor human resource management, unfair salary management, low staff satisfaction degree, and frequent talent flow. Starbucks has a mature salary administration system, including a person-centered welfare system, employee stock ownership plan and an effective communication system. Chinese restaurant operators could learn from Starbucks in this respect to gain strength in competing for talents with people-oriented salary administration, long term incentive projects and a flexible welfare system.