基于“相对竞争力”理念的薪酬绩效管理体系构建研究

A Study on Salary and Performance Management System Based on the Concept of “Relative Competitiveness”

构建并实施科学完善的薪酬绩效管理体系是企业人力资源管理的核心内容之一,对有效激发员工工作热情、增强凝聚力、推动企业战略目标实现具有重要意义。近年来,华电国际电力股份有限公司以企业发展战略为引领、以业绩为导向、以"相对竞争力"为标尺,构建并不断完善以"效率优先,效益为主,责任制目标兑现"为主要内容的"两效一目标"薪酬绩效管理体系,为推动企业各阶段战略目标的顺利实现提供坚实支撑和保障。本文通过对华电国际建立与实施科学合理的薪酬绩效管理体系的分析和研究,阐明了企业紧密结合自身实际和特定的环境持续改进分配激励制度的重要性和必要性,并提出了相应的见解。

One of the most concern of human resource management of enterprises is to build comprehensive and scientific salary and performance management systems(SPMS). Such systems have significant impacts on stimulating employees' working enthusiasm, enhancing internal cohesion,and promoting strategic accomplishment. In recent years, Huadian Power International Company(HDPI) has constructively built and continuously improved the SPMS, and marked it as 'Efficiency, Effectiveness and Goal', which takes the 'Efficiency' as the first priority, the 'Effectiveness' as the main content, and the 'Goal' of responsibility accomplishment as a key measure. This system is mainly focused on the interpretation of guiding the development strategy, directing the actual performance, indexing the relative competitiveness of the enterprise, and has evidently provided a solid support and guarantee for the realization of strategic objectives of each stages. We carried out comprehensive analysis on the establishment and implementation of scientific and reasonable SPMS of HDPI, clarified the importance and necessity for state-owned enterprises to improve the distribution and incentive mechanism on the basis of the forepassed development process and specific context.