经济新常态下人才红利实现的路径

The Path of Achieving Talent Bonuses under Economic New Normal

经济新常态带来了人力资源管理的新变化,人口红利向人才红利的转型需要足够人才基数、过硬人才质量、合理人才结构的支撑。传统的人才补偿机制存在补偿流动与人才流动不匹配,补偿流动中断的补偿链条断层现象,尚不足以支持完成这一华丽的转型。这种转型需要人才红利实现长远路径与过渡性路径的有机结合,即联合补偿机制与企业内部挖潜相结合。作为人才红利实现的长远路径,联合补偿机制实现了双向流动的闭环系统、多个补偿主体的有效协同以及补偿方式的多样化。激励性补偿、保障性补偿与内部补偿为联合补偿的三条路径,企业协同创新与激励源创造是企业内部挖潜的两条路径。此外,联合补偿中补偿额的提取是联合补偿机制运行的关键,鉴于确定补偿金额提取比例是一项很难完成的工作,联合补偿机制的运行需要通过协同实现,包括建立协同培养信任关系、防范机会主义的发生等。但不容否认的是,联合补偿机制中合理提取补偿金额比例,依然是后续研究的难点和重点。

The economic new normal has brought in the new changes of human resources management. The transformation from demographic bonuses to talent bonuses needs the support of enough talent bases, excellent personnel quality and reasonable personnel structure. The phenomenon that talent flow does not correspond with compensation flow and compensation chain fault exists in the traditional compensation mechanism, which does not support enough the transformation. The smooth transformation needs the organic combination of long path and transitional path, which is the combination of joint compensation mechanism and enterprise internal tapping. As the long path, joint compensation mechanism achieves a closed loop of two-way flow, effective coordination among compensation subjects and diversified compensation ways. The three path of joint compensation are incentive compensation, affordable compensation and internal compensation, while the two path of enterprise internal tapping are enterprise cooperative innovation and incentive source~ creation. In addition, the extraction of compensation amount is the key of efficient joint compensation mechanism. Considering that the extraction of compensation amount is a tricky job, the joint compensation mechanism needs coordination, including building trust and preventing opportunism. There is no denying that the extraction of compensation amount still is the focus of future research.