摘 要
近年来，各行各业都处于飞速的发展期，企业间的竞争随之也变得日趋激烈，
而竞争的核心就是人才的争夺。一个快速成长的企业，人才梯队如何跟上公司快
速发展的规模？这个问题的现实性和紧迫性大家都清楚，因此，人力资源管理的
重要性日益突出。而通过有效的绩效考核制定出一套合理的薪酬体系是人力资源
管理中的关键环节，如何通过有效的、公平的绩效考核来评核员工的工作能力、
工作态度以及为企业所带来的价值，建立合理的薪酬体系来激励员工，让员工的
表现得到肯定，是企业一直探索的课题。基于科学的、合理的、有效的绩效考核
体系所设立的薪酬体系，能够更好地让写字楼办公人员的行为得到量化，从而指
引员工的行为，提高员工的积极性和主动性。促使员工努力工作，挖掘其潜在的
能力，促进企业的经营目标早日实现以及日常运作的顺利开展。

本文针对 J 公司深圳子公司的薪酬体系进行案例分析，结合目前薪酬体系研
究理论，选定了美国 Hay group 的海氏系统法的岗位评估方法：在企业内选取标
杆岗位，拟定出标杆岗位的岗位标准作业程序及工作说明书，对岗位的价值进行
海氏评估，通过较为客观的分值计算来确定岗位的等级，制定出适用于 J 公司
的薪酬体系并获得显著的应用效果：人力成本得到降低、员工工作积极性得到提
高、薪酬激励作用得到增强、员工对企业的认同感也得到加强。最后总结出在现
行企业分工比较细化的经营模式下，对于希望长期持续健康发展的中大型企业，
海氏系统评估法得出的薪酬体系，还是比较适用的。

关键词：薪酬体系 海氏系统法(Hay group) 绩效考核 薪酬激励工具

ABSTRACT
All walks of life have been in rapid development period, it also brings enterprises
between the increasingly fierce competition, and the core of competition is the
competition of talents. A rapidly growing enterprise, echelon personnel how to keep
up with the rapid development of the scale of the company The reality and urgency
of clear to everyone, therefore, human resource management to highlight the growing
importance. While the performance appraisal is the key link of human resources
management, how to pass effective, fair performance assessment to retain talent, to
establish reasonable salary system to motivate employees, the enterprise has been
exploring the subject. To establish a scientific, reasonable, effective performance
appraisal system and compensation system, to better standard office personnel,
guidance staff, makes employees more likely to work hard and stay in their jobs, dig
its potential, promote business goals and daily operating smoothly work.
I n this paper J companies operating in the Department of salary system for case
study, combined with the current salary system research theory, selected by the
United States Hay group Hays systematic law of post evaluation method: assessment
of the value of the position, and through more objective score calculation to determine
the positions of the grade, to work out applicable to J company's compensation system
and obtain remarkable application effect : the human cost is reduced, the staff's
enthusiasm, improve the incentive effect, enhance staff-to-business identity can also
be enhanced. Finally summed up in the current enterprise division comparison of
thinning of the mode of operation, in the hope that long-term sustainable and healthy
development of the medium and large enterprises, Hays systematic assessment
method to get the compensation system, it is quite appropriate.
KEY WORDS：Compensation system, Guide Chart-profile (Hay group), The
performance management, Incentive tools