员工价值在企业薪酬中体现的两种“策略”  

Two Strategies of Embodying the Employee’sValue in the Enterprise Compensation

作　　者：孙剑平[1] 

机构地区：[1]南京理工大学经济管理学院,江苏南京210094

出　　处：《南京理工大学学报（社会科学版）》2005年第1期38-42,共5页Journal of Nanjing University of Science and Technology：Social Sciences

基　　金：江苏省哲学社会科学研究"十五"规划重点基金项目<江苏现代化进程中人力资源开发对策研究>(项目号 E2-015)阶段成果。

摘　　要：本文论及的“员工价值”为员工对企业的价值。此价值量的大小与员工对企业的贡献大小有关。本文基本上是从管理学视角,关注不同员工在同一时间内不同的个案薪酬,这包括相同等级不同员工不同的个案薪酬,及同一员工在不同时点不同的个案薪酬:它不同于经济学者更多关注的“类薪酬”。本文侧重探讨的是,员工价值在企业薪酬中体现的两种策略:参数控制和分步到位。模糊系统理论是本文的基本方法论。The “employee’s value”is the employee’s value to the enterprise. And the quantity of this value is related to the amount of the employee’s contribution to the enterprise. From the view point of management, this article generally focuses on different employ- ees’different personal compensation at the same time which includes different personal compensation of different employees of the same level and a certain employee’s personal compensation at different time: this differs from the “generic compensation”that econo- mists pay more attention to. What is stated in this article is mainly about two strategies of embodying the employee’s value in the en- terprise compensation: parameters controlling and phasing.The fuzzy system theory is the basic methodology used in this article.

关 键 词：员工价值 薪酬策略 模糊系统理论 

分 类 号：F244.2[经济管理—劳动经济]