矩阵式组织结构下的薪酬管理问题研究——模式选择与实施要点分析.pdf

摘 要 一个合理的组织结构是一个组织高效运行的基本保障。在环境变化迅速、 市场竞争激烈的今天，矩阵式组织结构以其特有的优势，正在被越来越多的企 业所采用。这种组织结构特点鲜明，薪酬管理体系要与之匹配，在很多问题上 需要研究。本文从薪酬模式选择和薪酬实施要点两个方面对此进行了分析。 薪酬问题一直以来就备受经济学界和管理学界的关注，有关薪酬管理的理 念、方法也在实践中不断得到丰富，从而形成了职位薪酬、能力薪酬、绩效薪 酬、年功薪酬、市场薪酬等几种模式。这些薪酬模式各有其特点，也各有其优 势、劣势和适用条件。那么，矩阵式结构组织在其间应该做出怎样的选择？本 文从分析矩阵式结构的特征出发，探讨了这些特征对薪酬管理策略和方法提出 的要求，从而回答了这个问题：选择“基于能力的基本工资体系+基于团队绩效 的奖金体系”的薪酬模式。 最后，本文对矩阵式组织结构下的薪酬实施要点进行了研究。分析了能力 薪酬实施的流程，以及各主要环节的方法、问题和要点；分析了团队绩效薪酬 实施的关键，以及在矩阵式结构中团队和个人绩效评价的特殊性和方法选择。 关键词：矩阵式组织结构；薪酬模式；能力薪酬；团队绩效薪酬 ABSTRACT Reasonable organizational structure is a basic safeguard of the highly effective development of a organization. Nowadays, with the social environments changing everyday and economic competition increasingly severe, Matrix-Structured organization structure is being used by more and more enterprises because of its unique superiority. Matrix-Structured Organizations have their own features obviously .So the compensation management system has to make some special changes to match with this kind of structure. In this article, I made an analysis on choice of modes and key points in application. Both economics and researchers of management pay a lot of attention on compensation issues. They enriched the philosophy and method of compensation through long time of practice, and they developed a lot of compensation modes, such as occupation-based compensation, competence-based compensation, performance-based compensation, experience-based compensation ，market-based compensation. Each of them has their own character, strength, shortcoming and operational situation. Which compensation