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在人力资源管理各模块中,薪酬管理直接影响到公司战略的落地和员工工作意愿的提升,是公司最为关注的方面之一。但如何评估薪酬管理机制、措施和政策等是否合理、是否适合组织发展并起到实际的推动作用,是理论上和实践中的一个难题。根据经典的薪酬理论,一般需要从外部竞争性、内部公平性、企业承受能力等三个角度来判断企业薪酬政策是否恰当。其中,对于外部竞争性,主要通过市场调查来完成,也可辅以绩效面谈或离职面谈的方式,了解员工对薪酬制度的意见及外部的薪酬状况；内部公平性,则可以通过员工满意度调查和员工意向调查,同时需要辅以薪酬数据分析来完成；企业承受能力,可以通过财务和运营指标体系来反映。这便是笔者在咨询实践中逐步摸索出的一套基于“指标分析+问卷调查+面谈记录”的薪酬管理体系盘点方法。
In each module of human resources management, salary management has a direct impact on the company’s strategy landing and staff’s willingness to work to upgrade, is one of the company’s most concerned aspects. However, how to evaluate whether the compensation management mechanism, measures and policies are reasonable and suitable for organizational development and play an effective role in promoting is a difficult problem in theory and in practice. According to the classic salary theory, generally it is necessary to judge whether the enterprise’s remuneration policy is appropriate from the three aspects of external competitiveness, internal equity, and enterprise’s affordability. Among them, for external competitiveness, mainly through market research to complete, but also can be supplemented by performance interview or leave interview to understand the employee’s remuneration system and external remuneration; internal equity, you can through employee satisfaction survey And staff intentions survey, at the same time need to be complemented by salary data analysis; enterprise affordability, through the financial and operational indicators system to reflect. This is the author in the consulting practice gradually developed a set based on “index analysis + questionnaire + interview records” of the pay management system inventory method.