摘要
本文认为,在经济全球化背景下,传统管理方式和组织结构的缺陷表现得越来越明显,迫切需要寻找一种能使企业应对多变的全球化市场经济、激励员工主动学习和掌握新技能以适应变化的环境的组织结构以及支持这一结构的薪酬制度。文章指出,宽带薪酬制度适用于管理基础扎实、制度化和规范化管理较强的企业、扁平化的组织结构、团队化管理的组织和具有创新和绩效文化的企业。与传统薪酬制度相比,它能够弱化等级观念,减少等级差别,引导员工个人的技能增长和能力提高,促进职位轮换和提高组织整体能力,对劳动力市场变化反应灵敏,有利于形成公平机制。企业在薪酬改革过程中,应以自身的个性化特征、核心战略和核心价值观为基础,根据组织结构及不同层次人员需求的多样化来选择设计适合自己的薪酬策略。
The author believes that, in the light of economic globalization, shortages of the traditional mode of management and organizational structure is becoming more and more obvious. So, a new salary system that adapts to the changeable globalized market economy and can be used to encourage employees is needed. The broadbanding salary system is one that can be used in horizontal organized enterprises that have good conscious of management, innovation and performance. Comparing to traditional salary system, this system has some advantages in terms of weakening sense of hierarchy, guiding the employees to improve their skills and abilities, and so on. In reforming the salary system, the enterprises should choose the most suitable strategy of salary taking their individual characteristics, core strategies and core concept of value as the basis and according to various requirements.
出处
《中国流通经济》
CSSCI
北大核心
2007年第11期55-58,共4页
China Business and Market
关键词
宽带薪酬
传统薪酬
对比研究
broadbanding salary
traditional salary
comparison
