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1、word摘要在当今中国，随着市场经济的逐步成熟，各个企业间的竞争也是越来越激烈，在这场抢夺产品市场的竞争中，人才市场方面即人力资源方面的争夺起到了至关重要的作用，因为，一旦公司拥有了人力资源方面的优势，就可以将之转化为技术、管理等等各个方面的优势，从而也就在企业间的比赛中占到了上风。因此各个企业在人力资源的竞争中也都不遗余力，而在人力资源畴，薪酬制度是对人才的流向影响最大的因素，因为不论员工是流到其他的企业，还是留在现在的企业，考虑的最多、影响最大的因素就是薪酬。随着中国经济的开展，由于中国国巨大的市场与其低廉的劳动力本钱，越来越多的国外企业来到中国成立合资公司，对这些企业来讲，人力资源同样是
2、企业取得优良绩效的保障，因此合资公司在薪酬制度的建立上，也需要考虑细致周全，建立起合格的薪酬制度，方能为企业的运营起到正面的推动作用。本文将对一家出现严重人才流失问题的合资企业帝斯曼化工的薪酬制度进展分析，找出其在薪酬制度的建立过程中出现的问题，分析其症结所在，指出应如何整治，并最终指出合资公司的薪酬制度设计中应注意的事项。全文共分四章，主要从两个方面理论结合实践地分析了帝斯曼化工薪酬制度的问题。第一章简要介绍了薪酬制度设计中的一般理论，其中主要阐述了薪酬与薪酬制度的相关理论、薪酬制度设计时应遵守的原如此。第二章起笔者将会分析帝斯曼化工的薪酬制度的问题。本章中，首先对帝斯曼化工合资后的薪酬制度
3、作出了介绍，然后主要分析合资企业的薪酬制度中存在的一些问题，并通过对薪酬制度的根本设计流程的介绍，分析帝斯曼化工的薪酬制度设计流程中出问题的环节。第三章先对薪酬的行业竞争力理论作出了介绍，提出薪酬的行业竞争力的重要性。并指出帝斯曼化工缺乏行业竞争力的薪酬制度是导致人才流失的重要原因，最后介绍薪酬制度的设计中提升行业竞争力的工具和方法。第四章首先说明了精英员工的特点，得出精英员工对公司的重要性，然后再提出帝斯曼化工对精英员工的不重视同样导致了人才的流失。最后指出了在对于精英员工的薪酬设计中应该注意的事项针对上述三章中提到的问题，笔者都在各自章结尾给出了改良建议。希望这篇文章同时可以对其他的合资企
4、业的薪酬制度建立起到借鉴作用。关键词：薪酬制度，竞争力，精英员工，帝斯曼化工AbstractNowadays in China, the market economy is growing more and more mature, and the petition among the corporations is growing more and more intense. In this intense petition, human resource is one of the most important aspects. The advantage of human resourc
5、e can bring corporation the advantage of other aspects, such as technique, management, etc. And the corporation which has the advantage of human resource could win this petition at last. So each corporation tries its best to obtain the advantage of human resource. In the theories of human resource,
6、the salary system affects the employees the most. Because when an employee makes a decision of staying in the corporation which he/she now works in or leaving the corporation, salary is the most important aspect he/she cares about.With the development of the economy in China, more and more overseas
7、corporations e to China to build the plants because of the giant market and the low cost of the labor force in China. The human resource is also the guarantee for the success of the corporation in China. So the joint venture also needs to take care of the salary system in order to make a fine one wh
8、ich could help the corporation to succeed.In this paper, I will discuss a joint venture named DNCC which has a problem of greatly losing its employees. I will analyze the salary system of DNCC, find out where its problems of the salary system are and give the solution of the problems. At last, I wil
9、l point out the items which should be cared about in the salary systems design of the joint venture.There are four chapters in this article, and I will analyze the problems in the DNCCs salary system mainly in two aspects.In the first chapter, the mon theories in the design of the salary system will
10、 be introduced, which include the correlative theories of the salary and the salary system, the principles which should be obeyed in the design of the salary system.I will analyze the problems in the salary system of DNCC from the second chapter. In the second chapter, at first I will introduce the
11、salary system of DNCC after jointing, and then analyze the problems occur in the salary system. After introducing the basic procedure of the salary systems design, I will point out the sectors in which the problems in the design procedure of the DNCCs salary system occur.In the third chapter, the pe
12、tence in the trade of the salary system will be introduced, and then the importance of thepetence in the trade will be emphasized. After analyzing, I will point out that the lack of petence of the DNCCs salary is the important reason which makes the employees go away. At last, I will introduce some
13、methods which could improve the petence of the salary system in the design.In the fourth chapter, I will clarify the difference between the elite employee and the mon employee and how important the elite employee is to the corporation. Then a conclusion that the ignorance to the elite employee of DN
14、CC makes the elite employee go away will be drawn. At last I will point out the items which should be cared about in the design of the salary system.According to the problems mentioned in the last three chapters, I give the advice of improving at the end of the chapters. I also wish this paper could
15、 help other joint ventures to make a fine salary system.Key words: salary system, petence, elite employee，DNCC目 录引言1第一章薪酬制度一般分析2第一节薪酬理论概述2第二节薪酬制度概述7第三节薪酬设计的原如此11第二章帝斯曼化工薪酬制度的问题13第一节帝斯曼化工薪酬制度13第二节诺基亚中国公司薪酬制度15第三节帝斯曼化工薪酬制度问题初步分析16第四节薪酬设计流程中应须知事项17第三章帝斯曼化工的行业竞争力22第一节薪酬的行业竞争力22第二节具有行业竞争力的诺基亚中国公司薪酬制度26第三
16、节帝斯曼化工薪酬缺乏行业竞争力的分析27第四节薪酬设计中关于行业竞争力的须知事项28第四章帝斯曼化工精英员工薪酬32第一节精英员工薪酬重要性32第二节重视精英员工的诺基亚中国公司薪酬制度35第三节帝斯曼化工精英员工流失分析36第四节精英员工薪酬设计须知事项37参考文献40 / 引 言在现代企业人力资源管理中，薪酬管理历来被认为是一项最困难、最敏感、政策性最强的工作，这不仅因为劳动报酬和福利待遇是企业员工从事劳动的物质利益前提。是工薪者维持生计的根本来源，也因为薪酬决定与薪酬分配是企业与员工之间、员工与员工之间的利益冲突点。众多企业的实践证明，员工的业绩与企业的薪酬管理有着极为密切的关系。一个科学而公平的薪酬制度，是企业成功的重要保证。反之，一个不科学、不公平的薪酬体系会极打击员工的积极性从而影响企业的经营效益。薪酬制度与企业人力资源开发管理创新之间
