民营企业人力资本薪酬策略设计及其运用方法研究  

Research on the Design of Compensation Strategies and the Methods of its Application for Human Capital in Private Enterprises

作　　者：王旭辉[1] 

机构地区：[1]闽南师范大学,福建漳州363000

出　　处：《重庆工商大学学报（社会科学版）》2015年第1期56-61,共6页Journal of Chongqing Technology and Business University：Social Science Edition

基　　金：福建省软科学项目(2013R0103)"优化福建省人力资本配置促进经济增长对策建议"

摘　　要：基于薪酬是作为激励企业不同类型人力资本价值实现的重要经济杠杆,对不同类型人力资本采取不同的薪酬策略显得尤为重要。鉴于我国民营企业1人力资本薪酬水平相比其他性质企业仍很低,企业人才的激励、留用与争夺都处于劣势。本文从薪酬结构、薪酬水平以及薪酬组合三方面制定民营企业不同类型人力资本薪酬策略设计原则及其具体运用方法,旨在增强民营企业薪酬的外部竞争性、内部一致性以及绩效激励作用,从而提升民营企业人力资本薪酬竞争力。It is important for different types of human capital to adopt different compensation strategies, based on the compensation as an important economic lever to encourge different ty^es of human capital realize their values. In view of the compensation level of human capital in private enterprises is lower than the compensation level of human capital in other property enterprises, on the other hand, the incentives, retention, and competition for talents are at a disadvantage in private enterprises. Therefore, in order to enhance the com- pensation external competitiveness, compensation internal consistency and performance incentive of human capital, the design principles of compensation strategies and the concrete methods of its application for different types of human capital are made based on compensation structure, compensation level and compensation package, so as to promote the compensation competitiveness of human capital in private enterprises.

关 键 词：民营企业 人力资本 薪酬结构 薪酬水平 薪酬组合 

分 类 号：F240[经济管理—劳动经济]