韶钢薪酬水平设计的探索与实践

Exploration and Practice of the Compensation Level Design of SGIS

以薪酬水平设计四维模型为理论依据,探索韶钢转型升级过程中薪酬水平设计理论的应用与实践,重点剖析国有钢铁企业薪酬水平设计面临的主要问题.以实践为基础,针对韶钢薪酬水平面临的主要问题,以薪酬水平设计四维模型为理论依据,通过调整工资总额核算办法,实施协力回归奖励,加强核心人才培养及激励,针对性做好销售人员激励等多种激励模式的有效组合,探索实践薪酬水平设计给钢铁企业管理带来的影响和收益,借力薪酬杠杆调动员工积极性,撬动公司战略目标的实现.

This paper is to mainly analyze the problems existing in the compensation level design for the state-owned steel industry based on the four dimensions of compensation design and to explore the application and practice of the transforma- tion and upgrading in the process in SGIS. The policy, partially- eliminate-cooperative-force-incentives and strengthening the core talent training and motivation, is implemented based on the practice, aiming at the main problems existing in the compensation levels in SGIS, taking the four dimensions of compensation design as the theoretical basis, and by adjusting the total wage calculation method. The corporation strategic objectives were achieved by effectively combining with multi- motivation modes like sales staff incentives, searching and practicing the effect and profit resulted from compensation level design to the steel industry management and arousing the enthusiasm of staff with the compensation lever.