薪酬管理参考文献阅读
1 The meaning of compensation and compensation management and the influence factors of Compensation management
1.1 The meaning of compensation and compensation management
Compensation is that the staff turn towards the organizations to provide labor or services and access to various forms of reward or return, is organization paid to their employees of all labor remuneration. Compensation management is the process of enterprise managers refers to the remuneration paid standards of staff, the level of the elements to determine the structure, distribution and adjustment. The respect of traditional compensation management is material reward, with little consideration on the behavioral characteristics of manager; Moreover modern compensation management shifted the focus to the development of human resources and use, it takes the process of material reward of management and encouraging staff closely fall
together ,turn into a unified organic whole.
1.2 The influence factors of Compensation management
Modern compensation management researchers found that the impact of the
compensation management have a lot of factors, which can be primarily summed up in the four following factors.
(1) External environment factors
Impacting compensation management to the external environment factors
including:
① Economic environment. Macroeconomic situation and development trend will
affect the human resources policy formulation and adjustment.
② Social environment. The change of social values will lead to the organization's staff mentality changed: With the staff's level of education and skills enhancement, the compensation system of enterprises must make out the appropriate adjustments for employees of these social changes. ③Political environment. Human resources management is always a certain social and political conditions for the environment, must reflect the spirit of country(enterprises) according to law. ④Technological environment. Technology environment including the whole process from raw materials and products to the market. In the process from raw materials to the products, any technological breakthroughs and improvements, and the staff of enterprises will all have a
tremendous impact, therefore, enterprises must continuously reform the compensation system, to mobilize the enthusiasm of key personnel, the introduction of technology and retain the key personnel, encourage technological innovation, in order to gain the competitive advantages of technology,
talent and innovation for enterprises.
(2)Organization internal factors
Influence the organizations of compensation management specific internal factors include : the compensation management of financial capability, human resources and remuneration policies, the scale of enterprises, the culture of enterprises, the structure of enterprises (or flat-level type), and faced life cycle of the specific stages.
(3)Work factors
The influence of work factors of compensation management specific including: work
environment, labor intensity, and complexity of the initiative, and challenges and so on.
(4)Individual factors
The impact of individual actors of compensation management including: the
laborers’ personal ability, personality, character traits and values,seniority,
performance, experience, education, the development potential.
In summary, the pay is an integrated with the four elements harmony of
management, environment, organizations, and individuals, and continuously the process of effective use, in this process, employees gained the satisfaction and a sense of achievement on labor reward and job, and organizations will complete its goals.
2 The structure, quality and function of compensation, and the motivation theory of
compensation
2.1 The structure, quality and function of compensation
2.1.1 The structure of compensation
Compensation is a complex economic and social phenomenon, from different
angles can perform various classifications. According to the mechanism of compensation, it can divide into internal and external compensation.
(1) Internal compensation
Internal compensation means the staff by virtue of their own hard work to get honor, success and liability. Internal compensation include : participation in the decision-making rights, individuals to play the potential job opportunities,
independence and freedom to arrange their working hours, more terms, more interested in the work, personal development opportunities, diversification of activities.
(2) External compensation
External compensation means enterprises according to the staff for the size of contribution they made and that paid the various forms of income to the staff. Its specific manifestations are varied, including wages, bonuses, benefits, allowances and other specific forms:
① Wages. employees as long as works in enterprises, we will be able to get a regular fixed amount of labor remuneration. The narrow wages paid to workers refer to the monetary reward. From the meaning of generalized wages, including laborers monetary and all the remuneration of
non-monetary forms. It is now commonly referred to wages, generally refers to generalized wages. As the wages of staff basic compensation, the basic amount fixed, it provides a more stable source of income to the employees, and meet the minimum needs of life to staff.
② Incentives. Incentives refers to the organization to provide staff with the efforts beyond the normal labor or labor and compensation paid to employees, including its dividend, profit sharing and usually refer to the bonus content.
③ Welfare. Welfare also has broad and narrow, the broad welfare includes wages. The narrow welfare refers paid to the staff in addition to wages or salaries and other forms of remuneration, and more to pay in Physical or the form of services, such as social insurance (life insurance, unemployment , endowment insurance, etc.) the free and discounted of work meal, preferential housing, the provision of free or low-priced canteens bathhouse, clubs, and so on.
④Subsidy. Subsidies refers to the wage or salary of enterprises difficult to complete, accurately reflect the situation or the special working conditions of staff and job characteristics and the specific conditions of the additional pay and the cost of living paid staff compensation. These circumstances are: the working environment is detrimental to staff health; The work cause possibility of larger harm to staff; employees involved in the community in some seemingly
decent work and so on. People usually associated with the allowance as compensation, and the
compensation linked to life as subsidies.
According to the compensation defined as the fundamental basis of the compensation
classification, the pay can be divided into time, piece-work pay and outstanding achievement compensation. In addition, according to the compensation whether the monetary form can be obtained directly, divided into monetary and non-monetary remuneration.
2.1.2 The quality and function of compensation
(1)The quality of compensation
Pay is the same as commodity money contact to a category. Using the two angles as
following to define the quality of compensation.
From the point of view of productivity, it is production or other economic activities of human labor input the monetary funds manifestations, is the final cost of the product components. In the conditions of market economy, enterprises mainly through paid to the accounting or measuring production and other economic activities of human labor consumption. Due to the pressure of competition, enterprises must consider cutting labor costs.
From the point of view of the relations of production, compensation for the income
distribution reflects the outcome of the staff was the allocation of shares. Under the current social system of our country, compensation is the main sources to the means of subsistence consumption of workers. It have a major impact on the level of consumption and the consumption structure , and consumption actually is the process of reproduction labor, reproduction of labor also has an important influence in the next phase of production. Therefore, the compensation’s level has great significance for sustained and stable increase production or promote other economic activities. Such a dual character of compensation, it decided that the compensation
management is actually reduce expenditure and income distribution on production costs and that continued to improve pay levels of this contradiction and make an adjustment.
(2)The function of compensation
The function of compensation may from the enterprises, workers and social
aspects to inspect:
①From the point of view of the enterprises, compensation has the following functions:
First, the increment functions. Compensation is not only the costs of purchase labor by
enterprises, as well as the investment of live working , it will give employers greater than expected cost benefits. The existence of such benefit, provided the impetus mechanism of labor
employment and investment labor for the enterprises.
Second, the promoting functions. Compensation is a evaluation of workers and
operators’ performance, reflect the quality and quantity conditions of work. Therefore, the compensation can promote staff constantly improve their work efficiency and enthusiasm. Third, the coordination functions. While the movement of compensation, put the
organization's goals and intentions of managers to employees, correspond the relationship between staff and enterprises, and promote the consistent of staff’ action and enterprises correspond. On the other hand, the reasonable of compensation’ differentials and structure can effectively mediate the conflict between the employees, and harmony the human relationships.
②From the point of view of the employee, compensation has the following functions: First, the
reproduction of labor ensure functions. Staff through the labor and
services exchange for compensation, so that they could meet the need of food,
clothing, shelter, with the basic needs of life, thereby achieving a reproduction of
labor force.
Second is to achieve functional value. Compensation is an evaluation for enterprises to pay for their employees, also is the recognition of staff capability and level, is the returns of the
implement of individuals value, and the signal of successful promotion, it reflects the employees’ relative position and function in enterprises, it can make the staff have a sense of achievement and satisfaction, and thus inspire
greater enthusiasm for the work. Third，reasonable compensation will be strong the
trust of enterprise by staff ,buildup the expected increase risk of psychological sense
of security and a sense of security for the staff.
③From the point of view of the social, compensation has the relocate function of labor force resources for the social.
Most people will be willing to the higher compensation regions, departments and the post. As a manager can use the difference compensation to guide human resources reasonable flow, promote the effective distribution for human resources, implement the human resources
development and maximize efficiency. In addition, compensation also can apply the occupational value and types of work by people, compensation level to a certain extent reflect the types of work or social values, thereby adjust the people's occupational aspirations and the flows of obtain employment.
2.2 The Motivation theory of compensation
Compensation has always been an attention task, it is not merely related to each person's personal interests, is involved in every organization, the whole community, and even the entire country's socio-economic development. Therefore, compensation is that foreign scholars have always been an important research subject.
The Motivation theory of compensation is the basis of the compensation management theory. Motivation is the most important and most basic functions in compensation. How to use the
compensation to motivate the staff’ efficiency and enthusiasm, is the core content of compensation study, design and compensation management. Reasonable, fair and competitive compensation is the most important factors to encourage the employees to work hard. Reasonable, and effective compensation management mechanism between prompting is a benign interaction.
Effective compensation mechanism must motivate the staff use higher quantity and quality to completed tasks, and higher quantity and quality of work must bring higher compensation.
Motivation is a psychology concept, in its essence, it is said that some motivation by the reasons, some occurred motive acts is produced. For example, the same person, why do their
sometimes work actively, and sometimes flagging spirit and no mood to work, or even negative go slow? Now, put the motivation concept into management practice, endow a new meaning. That is motivation is a spiritual power or state, the staff has stepped up, inspire and promote the role and instruction or guidance staff conduct at the organization's goals. Therefore, not only to study some kind of motivation how is, more crucial to examine how to promote the management of a particular object have the motivation how to guide them with their full force to achieve a particular goal. Today's society, more and more motivation by many managers in the
implementation guidance and leadership is seen as an important method thus effectively integrate human, using technology to achieve reunification of all employees ,it will also make the personal ease of mind, the achievement of organizational objectives.
In the understanding the basis of human, and many scholars research the needs and conduct of human, But it has the same purpose of the study, namely : how to inspire motivation, how to analyze needs, how to determine action, adopted to meet the needs of the people to achieve their basic objective, so as to achieve an effective motivation.
At present, domestic and foreign scholars have recognized the main motivation theory:
Hierarchy of Needs Theory, Two-factor theory, Equity Theory, Expectancy theory of motivation. This text simply introduce Hierarchy of Needs Theory and Expectancy theory of motivation.
2.2.1 Hierarchy of Needs Theory
Maslow put forward the hierarchy of needs theory, it thinks that the needs of human is arisen with the arrangement form, from the junior programs need to begin to move upwards to senior needs. Maslow thinks that it generally has five levels of needs in social life by people:
physiological needs, security needs and society needs, respect needs and self-actualization needs.
Maslow also considers that when a need to be met, and a higher level of
need will occupy the dominant position, the individual needs of the layer to rise. From the point of motivation, no a need will be fully met, However, as long as the meeting is part of the individual will to pursue other aspects of their needs. According to Maslow's view, if we want to inspire someone, it is imperative to understand which hierarchy of needs by the person, then focused on meeting the needs of this level or above this level needs. Maslow's theory gained all-pervading recognition, especially
gained the recogniztion from practice by many managers. This is mainly due to the theory simple and clear, easy to understand the inherent logic. Its maximize usefulness lies in the fact that it points out the need for every person. As managers, in order to effectively , it is necessary to understand their subordinates what is need to meet.
2.2.2 Expectancy theory of motivation
Expectancy theory of motivation is proposed by Fulumu(V. H. Vroom) who is the United States psychologists. The basic viewpoints of Expectancy theory of motivation is: People expect their actions will help to achieve a certain target circumstances, will be incentive to do certain things together to achieve our goals.
Performance is the three function of perceived: expectations, relevance and potency. From the point of view of psychological, Expectancy theory of motivation
has three specific psychology relation:
First, Effort-performance linkage refers to the perception of individuals through efforts to achieve the desired performance targets possibility.
Second, Performance-reward linkage is a person through a certain level of the efforts to achieve the desired level of pay determined.
Finally, Reward attractiveness shows the achievement of the expected results or remuneration received by the individual concerned how much importance.
As enterprise managers, Expectancy theory of motivation provides such a management way: every employees in the three psychological linked to the drive, the choice and tropism usually through the four steps :
First, the work brings what results to the staff.
Second, the results has how much more attractive to the staff.
Third, achieve this result, what need to do by the staff.
Fourth, From the point of view of staff, achieve such a result needs how much probability of
success.
薪酬管理参考文献阅读
1 The meaning of compensation and compensation management and the influence factors of Compensation management
1.1 The meaning of compensation and compensation management
Compensation is that the staff turn towards the organizations to provide labor or services and access to various forms of reward or return, is organization paid to their employees of all labor remuneration. Compensation management is the process of enterprise managers refers to the remuneration paid standards of staff, the level of the elements to determine the structure, distribution and adjustment. The respect of traditional compensation management is material reward, with little consideration on the behavioral characteristics of manager; Moreover modern compensation management shifted the focus to the development of human resources and use, it takes the process of material reward of management and encouraging staff closely fall
together ,turn into a unified organic whole.
1.2 The influence factors of Compensation management
Modern compensation management researchers found that the impact of the
compensation management have a lot of factors, which can be primarily summed up in the four following factors.
(1) External environment factors
Impacting compensation management to the external environment factors
including:
① Economic environment. Macroeconomic situation and development trend will
affect the human resources policy formulation and adjustment.
② Social environment. The change of social values will lead to the organization's staff mentality changed: With the staff's level of education and skills enhancement, the compensation system of enterprises must make out the appropriate adjustments for employees of these social changes. ③Political environment. Human resources management is always a certain social and political conditions for the environment, must reflect the spirit of country(enterprises) according to law. ④Technological environment. Technology environment including the whole process from raw materials and products to the market. In the process from raw materials to the products, any technological breakthroughs and improvements, and the staff of enterprises will all have a
tremendous impact, therefore, enterprises must continuously reform the compensation system, to mobilize the enthusiasm of key personnel, the introduction of technology and retain the key personnel, encourage technological innovation, in order to gain the competitive advantages of technology,
talent and innovation for enterprises.
(2)Organization internal factors
Influence the organizations of compensation management specific internal factors include : the compensation management of financial capability, human resources and remuneration policies, the scale of enterprises, the culture of enterprises, the structure of enterprises (or flat-level type), and faced life cycle of the specific stages.
(3)Work factors
The influence of work factors of compensation management specific including: work
environment, labor intensity, and complexity of the initiative, and challenges and so on.
(4)Individual factors
The impact of individual actors of compensation management including: the
laborers’ personal ability, personality, character traits and values,seniority,
performance, experience, education, the development potential.
In summary, the pay is an integrated with the four elements harmony of
management, environment, organizations, and individuals, and continuously the process of effective use, in this process, employees gained the satisfaction and a sense of achievement on labor reward and job, and organizations will complete its goals.
2 The structure, quality and function of compensation, and the motivation theory of
compensation
2.1 The structure, quality and function of compensation
2.1.1 The structure of compensation
Compensation is a complex economic and social phenomenon, from different
angles can perform various classifications. According to the mechanism of compensation, it can divide into internal and external compensation.
(1) Internal compensation
Internal compensation means the staff by virtue of their own hard work to get honor, success and liability. Internal compensation include : participation in the decision-making rights, individuals to play the potential job opportunities,
independence and freedom to arrange their working hours, more terms, more interested in the work, personal development opportunities, diversification of activities.
(2) External compensation
External compensation means enterprises according to the staff for the size of contribution they made and that paid the various forms of income to the staff. Its specific manifestations are varied, including wages, bonuses, benefits, allowances and other specific forms:
① Wages. employees as long as works in enterprises, we will be able to get a regular fixed amount of labor remuneration. The narrow wages paid to workers refer to the monetary reward. From the meaning of generalized wages, including laborers monetary and all the remuneration of
non-monetary forms. It is now commonly referred to wages, generally refers to generalized wages. As the wages of staff basic compensation, the basic amount fixed, it provides a more stable source of income to the employees, and meet the minimum needs of life to staff.
② Incentives. Incentives refers to the organization to provide staff with the efforts beyond the normal labor or labor and compensation paid to employees, including its dividend, profit sharing and usually refer to the bonus content.
③ Welfare. Welfare also has broad and narrow, the broad welfare includes wages. The narrow welfare refers paid to the staff in addition to wages or salaries and other forms of remuneration, and more to pay in Physical or the form of services, such as social insurance (life insurance, unemployment , endowment insurance, etc.) the free and discounted of work meal, preferential housing, the provision of free or low-priced canteens bathhouse, clubs, and so on.
④Subsidy. Subsidies refers to the wage or salary of enterprises difficult to complete, accurately reflect the situation or the special working conditions of staff and job characteristics and the specific conditions of the additional pay and the cost of living paid staff compensation. These circumstances are: the working environment is detrimental to staff health; The work cause possibility of larger harm to staff; employees involved in the community in some seemingly
decent work and so on. People usually associated with the allowance as compensation, and the
compensation linked to life as subsidies.
According to the compensation defined as the fundamental basis of the compensation
classification, the pay can be divided into time, piece-work pay and outstanding achievement compensation. In addition, according to the compensation whether the monetary form can be obtained directly, divided into monetary and non-monetary remuneration.
2.1.2 The quality and function of compensation
(1)The quality of compensation
Pay is the same as commodity money contact to a category. Using the two angles as
following to define the quality of compensation.
From the point of view of productivity, it is production or other economic activities of human labor input the monetary funds manifestations, is the final cost of the product components. In the conditions of market economy, enterprises mainly through paid to the accounting or measuring production and other economic activities of human labor consumption. Due to the pressure of competition, enterprises must consider cutting labor costs.
From the point of view of the relations of production, compensation for the income
distribution reflects the outcome of the staff was the allocation of shares. Under the current social system of our country, compensation is the main sources to the means of subsistence consumption of workers. It have a major impact on the level of consumption and the consumption structure , and consumption actually is the process of reproduction labor, reproduction of labor also has an important influence in the next phase of production. Therefore, the compensation’s level has great significance for sustained and stable increase production or promote other economic activities. Such a dual character of compensation, it decided that the compensation
management is actually reduce expenditure and income distribution on production costs and that continued to improve pay levels of this contradiction and make an adjustment.
(2)The function of compensation
The function of compensation may from the enterprises, workers and social
aspects to inspect:
①From the point of view of the enterprises, compensation has the following functions:
First, the increment functions. Compensation is not only the costs of purchase labor by
enterprises, as well as the investment of live working , it will give employers greater than expected cost benefits. The existence of such benefit, provided the impetus mechanism of labor
employment and investment labor for the enterprises.
Second, the promoting functions. Compensation is a evaluation of workers and
operators’ performance, reflect the quality and quantity conditions of work. Therefore, the compensation can promote staff constantly improve their work efficiency and enthusiasm. Third, the coordination functions. While the movement of compensation, put the
organization's goals and intentions of managers to employees, correspond the relationship between staff and enterprises, and promote the consistent of staff’ action and enterprises correspond. On the other hand, the reasonable of compensation’ differentials and structure can effectively mediate the conflict between the employees, and harmony the human relationships.
②From the point of view of the employee, compensation has the following functions: First, the
reproduction of labor ensure functions. Staff through the labor and
services exchange for compensation, so that they could meet the need of food,
clothing, shelter, with the basic needs of life, thereby achieving a reproduction of
labor force.
Second is to achieve functional value. Compensation is an evaluation for enterprises to pay for their employees, also is the recognition of staff capability and level, is the returns of the
implement of individuals value, and the signal of successful promotion, it reflects the employees’ relative position and function in enterprises, it can make the staff have a sense of achievement and satisfaction, and thus inspire
greater enthusiasm for the work. Third，reasonable compensation will be strong the
trust of enterprise by staff ,buildup the expected increase risk of psychological sense
of security and a sense of security for the staff.
③From the point of view of the social, compensation has the relocate function of labor force resources for the social.
Most people will be willing to the higher compensation regions, departments and the post. As a manager can use the difference compensation to guide human resources reasonable flow, promote the effective distribution for human resources, implement the human resources
development and maximize efficiency. In addition, compensation also can apply the occupational value and types of work by people, compensation level to a certain extent reflect the types of work or social values, thereby adjust the people's occupational aspirations and the flows of obtain employment.
2.2 The Motivation theory of compensation
Compensation has always been an attention task, it is not merely related to each person's personal interests, is involved in every organization, the whole community, and even the entire country's socio-economic development. Therefore, compensation is that foreign scholars have always been an important research subject.
The Motivation theory of compensation is the basis of the compensation management theory. Motivation is the most important and most basic functions in compensation. How to use the
compensation to motivate the staff’ efficiency and enthusiasm, is the core content of compensation study, design and compensation management. Reasonable, fair and competitive compensation is the most important factors to encourage the employees to work hard. Reasonable, and effective compensation management mechanism between prompting is a benign interaction.
Effective compensation mechanism must motivate the staff use higher quantity and quality to completed tasks, and higher quantity and quality of work must bring higher compensation.
Motivation is a psychology concept, in its essence, it is said that some motivation by the reasons, some occurred motive acts is produced. For example, the same person, why do their
sometimes work actively, and sometimes flagging spirit and no mood to work, or even negative go slow? Now, put the motivation concept into management practice, endow a new meaning. That is motivation is a spiritual power or state, the staff has stepped up, inspire and promote the role and instruction or guidance staff conduct at the organization's goals. Therefore, not only to study some kind of motivation how is, more crucial to examine how to promote the management of a particular object have the motivation how to guide them with their full force to achieve a particular goal. Today's society, more and more motivation by many managers in the
implementation guidance and leadership is seen as an important method thus effectively integrate human, using technology to achieve reunification of all employees ,it will also make the personal ease of mind, the achievement of organizational objectives.
In the understanding the basis of human, and many scholars research the needs and conduct of human, But it has the same purpose of the study, namely : how to inspire motivation, how to analyze needs, how to determine action, adopted to meet the needs of the people to achieve their basic objective, so as to achieve an effective motivation.
At present, domestic and foreign scholars have recognized the main motivation theory:
Hierarchy of Needs Theory, Two-factor theory, Equity Theory, Expectancy theory of motivation. This text simply introduce Hierarchy of Needs Theory and Expectancy theory of motivation.
2.2.1 Hierarchy of Needs Theory
Maslow put forward the hierarchy of needs theory, it thinks that the needs of human is arisen with the arrangement form, from the junior programs need to begin to move upwards to senior needs. Maslow thinks that it generally has five levels of needs in social life by people:
physiological needs, security needs and society needs, respect needs and self-actualization needs.
Maslow also considers that when a need to be met, and a higher level of
need will occupy the dominant position, the individual needs of the layer to rise. From the point of motivation, no a need will be fully met, However, as long as the meeting is part of the individual will to pursue other aspects of their needs. According to Maslow's view, if we want to inspire someone, it is imperative to understand which hierarchy of needs by the person, then focused on meeting the needs of this level or above this level needs. Maslow's theory gained all-pervading recognition, especially
gained the recogniztion from practice by many managers. This is mainly due to the theory simple and clear, easy to understand the inherent logic. Its maximize usefulness lies in the fact that it points out the need for every person. As managers, in order to effectively , it is necessary to understand their subordinates what is need to meet.
2.2.2 Expectancy theory of motivation
Expectancy theory of motivation is proposed by Fulumu(V. H. Vroom) who is the United States psychologists. The basic viewpoints of Expectancy theory of motivation is: People expect their actions will help to achieve a certain target circumstances, will be incentive to do certain things together to achieve our goals.
Performance is the three function of perceived: expectations, relevance and potency. From the point of view of psychological, Expectancy theory of motivation
has three specific psychology relation:
First, Effort-performance linkage refers to the perception of individuals through efforts to achieve the desired performance targets possibility.
Second, Performance-reward linkage is a person through a certain level of the efforts to achieve the desired level of pay determined.
Finally, Reward attractiveness shows the achievement of the expected results or remuneration received by the individual concerned how much importance.
As enterprise managers, Expectancy theory of motivation provides such a management way: every employees in the three psychological linked to the drive, the choice and tropism usually through the four steps :
First, the work brings what results to the staff.
Second, the results has how much more attractive to the staff.
Third, achieve this result, what need to do by the staff.
Fourth, From the point of view of staff, achieve such a result needs how much probability of
success.