人力薪酬制度组织分析基本单位或个人小组pay systems.pdfVIP

HRM小组PaySystems

Theorganizationisthebasicunitofanalysisortheindividualastheunitofanalysis.

不同的分析出发点。从公司出发分析paysystem的设计，应用。从分析individual的expectancy.

Definition：Paysystemsaresetsofrules(今年PPT的重点在怎么样确定这些rules)withwhichemployers

linkpayratesnotonlytojobdescriptions,butalsotoanyofagreatvarietyofindicatorsrelatedtoissuessuch

as1.employees’competence,2.performanceand3.careerexpectations(可以从这三点出发确定rules)

(Brownetal.2003:196).

--Paysystem把payrates和工作性质、员工素质、工作质量…….联系在一起（“……”这里的内容越

多越合理越公平，paysystem越好）

WhyPaysystemisimportantinHRMorinthecompany?

RewardsystemscaninfluenceanumberofHRprocessesandpractices,whichinturnimpactonorganizational

performance(Lewis,2006).Includingrecruitmentandretention/corporateculture/labourcost……

Rewardstrategygoals:supportbusinessgoals/rewardhighperformances/recruitandretainhighperformers/

achieveandmaintainmarketcompetitiveness/linkpaytothemarket/supportcareerdevelopmentandcareer

progression/managepaycosts/ensureinternalequilty.

Paysystemsmotivation:paysystemsdesignedtomotivateandrewardpeoplesoastoizeemployee

contributiontoorganizationalperformance(productivity,quality,efficiency…).

Managersneedtoknowandunderstandwhatmotivespeopleasitaffectsworkperformance,recruitmentand

retention.(financialreward,promotion,corporateculture,self-esteem,desiretodoagoodjob,recognition,

friendship……)

联系生活就是现在很多人选，银行，为什么呢？户口，稳定，口碑，假日…….这些都是motivation,

从motivation中找出indicators来设定rules.

早期的两个theory：

1.F.W.Taylor,thefatherofscientificmanagement,viewedemployeesasrationalandeconomicintheir

approachbutbasicallylazyandhavingtobemotivatedbymanagementthrou