自二十世纪开始,泰勒提出的科学管理理论导致了管理作为独立的专门学科
走向历史舞台,管理人员作为企业的重要力量,正逐渐在各个组织中起到中流碰
柱的作用,优秀的管理人员已经是一种稀有资源,成为众多企业的争抢对象。所
以如何保留优秀管理人员、如何建立一套科学有序的管理成才体制,成为了众多
企业必须要面对的一个问题,在众多解决方案中,最直接有效的方式显然是薪酬
体系设计。
本文的研究对象是化工企业的管理人员,研究的内容主要是从薪酬设计的四
个方面展开的:一是理论研究。主要是对管理人员概念特性、薪酬的定义、薪酬
设计理论、薪酬模式、3P薪酬设计模型进行综述,3P薪酬模型也即是从岗位、
绩效和能力三个方面对管理人员薪酬设计方法的研究。二是H公司管理人员薪酬
体系现状诊断。以化工类企业H公司管理人员为研究对象,主要从薪酬整体以及
外部竞争力、薪酬结构、薪酬战略等方面进行分析研究,在充分调研分析的基础
上,明确H公司管理人员在薪酬方面的问题聚焦。三是H公司管理人员薪酬体系
再设计。确定薪酬体系设计的原则、步骤与框架,运用3P薪酬设计模型,从多
个维度进行设计:岗位薪酬设计从市场薪酬调查、岗位设置、岗位价值评价、宽
带薪酬等多个方面展开;绩效薪酬设计包括月度绩效、年中/年终奖金、长期激
励、利润分享等方面;能力薪酬的设计包括能力指标要素的建立、能力评价、能
力付薪等几方面展幵。四是H公司管理人员薪酬制度实施评价与改进。
H公司管理人员薪酬设计方案的主要特点是实践操作性强、具有普适性、能
够结合自身企业情况在大原则不变的基础上,设计出符合自身特色的管理人员薪
酬方案。寄希望以此作为后人理论和实践的研究材料’为社会经济的发展做出自
己的贡献。
关键词管理人员;薪酬激励;薪酬分析;3P薪酬模型;薪酬设计;
青岛科技大学研研究生学位论文
APPLICATION ON MANAGEMENGT
SALARY DESIGN PROBLEMS REFERRING
3P SALARY MODEL
—EXAMPLE FROM H COMPANY
ABSTRACT
Since the beginning of the 20th century, Taylor has put forward the scientific
management theory, manager gradually comes onto the stage of history as a
specialized discipline independently. As an important role, managers are gradually
playing the important role in every organization. Excellent manager has already been a
kind of scarce resource who had been paid attention by many businesses. So how to
retain excellent management stuff and how to establish a scientific and orderly
management talent system which had been a big problem faced by many enterprises.
Obviously, compensation system design is the most effective solution among lots of
solutions.
The research is referring to the management salary design problems in the
company, which forms four aspects: The first is theory research. Theory research
mainly includes the concept of management stuff, the concept of salary, the theory of
salary design, the model of salary design and Management Salary Design Problems
Referring 3P Salary Model The second is analysis of salary system in H Company.
Research on the selected management stuff of H Company from chemical enterprises
is mainly about the whole compensation as well as external competitivaiess,
compensation system, compensation strategy and so on. On the basic of the detailed
research and analysis we can get know of the existence problem of management
compensation in H Company. The third is management compensation structure
redesign. Make sure of the principles,steps and structures of salary system design, and
do it according to the 3P salary design model. The designation of post salary includes
post setting, post valuation, market compensation survey, broadband compensation and
so on. Personal Business Commitment design includes monthly PBC、the
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