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1、北 京 邮 电 大 学工商管理硕士研究生学位论文.国有科研院所薪酬激励制度研究 指导教师： 申请学位：工商管理硕士专业名称：工商管理二零零二年六月北京邮电大学MBA论文 第 I页国有科研院所薪酬激励制度研究摘 要人作为生产力中最活跃的因素，已成为现代企业发展的核心力量。现代企业管理非常重视人的因素，充分调动和提高人的生产积极性，是改善目前国有科研院所经营状况的重要措施。因此，建立适应现代企业发展的薪酬激励体制，是增强企业活力，提高企业经营效率的关键环节之一。论文首先对影响企业经营效率的因素进行了定量分析，阐明了合理的薪酬激励机制对现代企业经营发展的重要作用；其次，运用SWOT分析法，对企业薪酬
2、激励机制的微观环境中的优势、劣势和宏观环境中的机会、威胁进行了分析，为五十四所建立薪酬激励机制提供环境支持；再次，论文通过对经营者行为进行分析，提出了经营者的基本年薪加风险收入的薪酬激励体制，实施对经营者的有效激励，并对五十四所的经营者薪酬进行了测算；对管理人员通过岗位评估制定薪酬标准，考核上用层次分析法确定指标权数，科学赋值，全方位评价，充分发挥绩效薪酬的激励作用；论文在作业人员结构薪酬考核方案中，采用了强化激励的阶梯式岗位薪酬、奖励薪酬分配方案和避免有限理性、机会主义倾向的事后奖励构想，实践证明，该构想的实施，薪酬的激励职能作用发挥的比较充分。本论文在理论上与薪酬理论、激励理论相联系，提出
3、了阶梯式岗位薪酬、奖励薪酬分配方案和事后激励的构想；在实践上，为五十四所以及类似五十四所性质的国有科研单位在薪酬激励制度上提供选择的方案和意见。【关键词】薪酬激励体系；年薪制；绩效薪酬；结构薪酬Study of Salary-incentive System of State-owned Science Research InstitutesABSTRACT Manpower, as the most active factor in productivity, has become the core of modern enterprise development. The human re
4、sources are very important in modern business administration and how to motivate staffs productive positive factors has become an important aspect in the effort to improve the management of current state-owned science research institutes. Thus, setting up a salary-incentive system conforming to the
5、development of modern enterprises is one of the most key procedures in strengthening livingness and improving management efficiency of enterprises. First, the thesis makes a quantitative analysis of factors affecting management efficiency. It illustrates that the reasonable salary-incentive system p
6、lays an important role in the management and development of modern enterprises. Then, by the SWOT analysis, the thesis analyzes the strengths and weaknesses of salary-incentive system in the micro-environment as well as the opportunities and threats of that in the macro-environment. This gives an en
7、vironmental support to set up a salary-incentive system in the 54th Research Institute. Following that, through analyzing the behavior of the managers, the thesis proposes a salary-incentive system: basic annual salary + risk income, for the purpose of making effective incentive to managers, and, as
8、 an example, evaluates and calculates the salary of managers of the 54th Research Institute. For the administration staff, their salary level is based on their post (personal responsibility). In the matter of performance assessment, AHP should be used to determine the index weight and make scientifi
9、c evaluation and all-round appraisal in order to bring the incentive function of performance salary into full play. In evaluating the structure salary of productive worker, the thesis puts forward ladder post salary and bonus salary distribution scheme for intensifying incentive and later-on reward
10、concept for avoiding limited rationalness and opportunism tendency. It has been proven in practice that the incentive function of proposed salary system is very effective. In summary, based on salary and incentive theories, the thesis puts forward ladder post salary and bonus salary distribution sch
11、eme and later-on reward concept. In practice, it provides useful schemes and suggestions about salary-incentive system for the 54th Research Institute and other similar State-owned science research institutes.【KEY WORDS】Salary-incentive system, Annual Salary System, Performance Salary, Structure Sal
12、ary目 录第一章 绪论11.1选题背景及研究意义11.1.1以人为本是现代企业管理的核心11.1.2建立科学合理的薪酬激励制度是科研院所发展的当务之急11.1.3对五十四所薪酬激励模式的思考21.2 企业经营效率的影响因素31.2.1 影响企业效率的因素分析31.2.2主要影响因素的确定41.3论文的研究对象及研究思路、框架81.3.1论文的研究对象81.3.2论文的研究思路和框架9第二章 企业薪酬激励机制的环境分析102.1机会分析102.1.1 政府对企业薪酬激励机制起指导监控作用102.1.2要素市场为企业薪酬激励机制定位提供全方位信息102.1.3经济结构调整和加入世贸组织影响企业薪
13、酬激励机制102.1.4国民经济运行状况影响企业薪酬激励机制能否顺利进行112.1.5法制建设和社会保障对企业薪酬激励机制起规范保障作用112.2威胁分析112.2.1政府的过多干预因素固然存在112.2.2要素市场发育不成熟122.2.3体制改革有待深化122.2.4加入世贸组织及国民经济运行中不可预见因素使企业的薪酬收入分配面临新问题122.3 优势分析132.3.1企业产权制度和法人治理结构的确立对企业薪酬激励制度的决定作用132.3.2 企业劳动人事制度改革对企业薪酬激励制度有重大作用132.3.3企业财务制度的建立健全对企业薪酬激励机制规范化具有重要影响142.3.4企业文化对企业薪
14、酬激励机制有着深刻的影响作用142.4劣势分析142.4.1企业产权改革还很不到位，法人治理结构还很不完善142.4.2企业基础劳动管理工作薄弱152.4.3企业思想观念陈旧落后15第三章 科研所经营者薪酬激励体系173.1经营者行为分析173.1.1 经营者行为与企业收益之间的关系173.1.2 影响经营者行为的因素183.2 经营者的薪酬制度设计203.2.1 经营者薪酬模式203.2.2 薪酬收入的构成203.2.3 经营者薪酬测算243.2.4 经营者有效激励的制度安排25第四章 管理人员薪酬激励体系274.1管理人员薪酬模式274.1.1绩效薪酬是对管理人员进行激励的有效模式274.1.2 绩效薪酬的模型274.1.3实施绩效薪酬的程序284.2五十四所管理人员的考核324.2.1考核指标的设定324.2.2 考核过程及指标确定33第五章 科研所作业人员薪酬激励体系355.1 结构薪酬的构成355.2岗位评价方法365.3 作业人员薪酬案例分析37第六章 实施策略与建议40第七章 结束语41参考文献42致 谢43 国有科研院所薪酬激励制度研究北京邮电大学MBA论文 第 43页 共43页第一章 绪论1.1选题背景及研究意义1.1.1以人为本是现代企业管理的核心在世界经济正加速向全球化、知识化方向发展的今天，人力资源必将对社会经济
