USST_Arts_112490772基于供需网（SDN）基本特征理念的企业薪酬管理体系研究

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学校代码：10252

学号：112490772

上海理工大学硕士学位论文

基于供需网（SDN）基本特征理念的

企业薪酬管理体系研究

姓名陈丽丽

系别管理学院

专业企业管理

研究方向人力资源管理

指导教师林凤副教授

学位论文完成日期 2013 年12 月

RESEARCH ON ENTERPRISE SALARY MANAGEMENT

SYSTEM BASED ON THE BASIC CHARACTERISTICS

CONCEPT OF SUPPLY AND DEMAND

NETWORK (SDN)

Chen Li Li

A Thesis Submitted to University of Shanghai for Science & Technology in

Partial Fulfillment of the Requirements for

the Degree of Master

Under the Supervision of

Professor Lin Feng

University of Shanghai for Science & Technology

December 2013

摘要

随着经济全球化的深入发展，劳动力市场环境的特点是人力资源短缺不稳定、

人才竞争激烈、员工需求多样化、信息不对称等，这对企业的灵活应变能力和高

效管理方式提出了更高的要求。而我国大部分企业面临着人才流失率较高、流失

损失严重、人力重置成本越来越高的危机。在当今人本管理的时代，薪酬管理作

为人力资源管理体系的核心模块，也是发挥激励效用的关键，会直接影响到企业

核心人才的去留，并对企业的整体绩效产生影响。面对人才困境，本文通过研读

薪酬管理理论、激励理论、供需网理念，并识别和分析薪酬管理体系存在的问题，

从而设计了基于供需网（SDN）基本特征理念的企业薪酬管理体系，以期最大化

地发挥薪酬激励效用，控制人才流失率，解决招人难、用人难、留人难的问题，

具有非常重要的现实意义。

本文对传统的薪酬体系设计过程进行论述，通过文献分析和专家调查对目前

的薪酬体系存在的问题进行识别，发现我国大部分企业普遍存在薪酬理念落后、

制度不完善、水平低、结构单一不平衡、管理缺乏协同性等一系列问题，而这一

系列问题正是企业流失技术人才和管理人才的主要原因。因此，本文通过构建结

构解释模型对已识别的薪酬管理问题进行层级分析，针对薪酬管理存在的深层及

中层问题，本文以 SDN 基本特征的先进理念即网络智能化、公平开放性、动态交

互性、合作协同性为指导，结合薪酬理论和激励理论，对薪酬管理体系的动态薪

酬和激励机制这两个方面进行设计。

其中，动态薪酬设计是通过 Web 服务和 Agent 集成技术构建的支点薪酬系统

模型来完成的，而激励机制设计是企业与企业以及员工之间通过 Web 服务技术平

台充分合作，充分沟通而制定了柔性、透明、动态、多样化的薪酬激励菜单。然

后通过案例应用客观地评估了基于 SDN 理念的薪酬激励机制的切实可行性和有效

性，为同行业开展薪酬管理工作提供借鉴。

基于 SDN 基本特征理念的薪酬管理体系解决了目前薪酬管理存在的某些问

题，不仅提高了企业在薪酬管理方面的灵活应变能力和管理效率，降低了企业劳

动力成本，而且还激发了员工的积极性，真正发挥了薪酬激励效用，从而在一定

程度上控制了人才流失率，对于企业的可持续发展具有十分重要的意义。

关键词：SDN 特征理念薪酬体系结构解释模型（ISM）动态薪

酬激励机制

ABSTRACT

With the in-depth development of economic globalization, The characteristics of

the labor market environment is the shortage and unstable of human resources, fierce

competition for talent, the diverse needs of the staff and information asymmetry, that

put forward higher request to flexible ability of the enterprise and efficient management

mode. While the majority of enterprises in our country are facing the crisis of serious

loss , higher talent loss rate and labor costs. In the era of people management, as the

core module of the human resource management system, compensation management

also plays a key role on incentive effect. It will directly affect the enterprise core

talented person's fate, and have an impact on the overall performance of the enterprise.

Faced with the plight of people, this article designs enterprise salary management

system based on the concept of the basic characteristics of supply and demand network

(SDN) by studying the salary management theory, incentive theory, supply and demand

network concept, and identifing and analysing existing problems of salary management

system, in order to maximize salary incentive effect, control the rate of brain drain and

solve the difficult to recruit people, employ people and keep people. It has a very

important practical significance.

This article discusses the process of compensation system designed for the

traditional, and recognizes the problems of current compensation system through

literature analysis and expert investigation. It discovers that most enterprises in our

country generally appears a series of problems that the salary idea is backward, the

system is imperfect, the level is low, the structure is single and imbalance, management

is lack of cooperativity and so on. And these problems are the main reason for the loss

of technical personnel and management personnel.So, this article hierarchical analyses

these identified problems of salary management system by seting up the structural

interpretation model. According to the deep and middle problems existing in salary

management, this article designs the salary management system of dynamic

compensation and incentive mechanism based on the advanced idea of the basic

character of SDN (intelligent network, fairness and openness, dynamic interaction,

collaboration), and combined with the compensation theory and incentive theory.

Among them, the dynamic compensation design is accomplished by the fulcrum of

salary system model form by the integration of Web services and technology of Agent,

and the design of incentive mechanism is to cooperate and communicate fully between

the enterprises and the staff, then to develop the dynamic, flexible, transparent, diverse

incentive menu through Web service technology platform. Then, this article objectively

evalutes the feasibility and effectiveness of the compensation incentive mechanism

based on the concept of SDN through the case application, to provide reference for the

same industry of salary management.

Salary management system based on SDN basic characteristics of the concept

solutes some problems existing in the present salary management. It not only improves

the enterprise’s nimble strain capacity and management efficiency in salary

management, and reduces labor costs of enterprises, but also stimulates the enthusiasm

of the staff, and really plays the salary incentive effect, so as to control the rate of brain

drain to some extent. It’s very important for the sustainable development of enterprises.

Key Word: the concept of SDN characteristics, salary system,

interpretive structural model (ISM), dynamic compensation, incentive

mechanism

中文摘要

ABSTRACT

第一章绪论 .................................................................................................................. 1

1.1 研究背景 ............................................................................................................... 1

1.1.1 课题来源 ........................................................................................................ 1

1.1.2 薪酬管理现状与问题 .................................................................................... 1

1.1.3 供需网（SDN）及其理念 ............................................................................ 2

1.2 研究目的与意义 ................................................................................................... 2

1.2.1 研究目的 ........................................................................................................ 2

1.2.2 研究意义 ........................................................................................................ 3

1.3 研究内容与研究方法 ........................................................................................... 5

1.3.1 研究内容 ........................................................................................................ 5

1.3.2 研究方法及实施方案 .................................................................................... 5

第二章相关概念及理论基础 ........................................................................................ 7

2.1 薪酬管理理论及发展趋势 ................................................................................... 7

2.1.1 薪酬管理的含义及内容 ................................................................................ 7

2.1.2 薪酬管理理论的发展历程 ............................................................................ 8

2.1.3 现代企业薪酬管理的发展趋势 ................................................................... 11

2.2 相关的激励理论 ................................................................................................. 12

2.2.1 公平理论 ...................................................................................................... 12

2.2.2 期望理论 ...................................................................................................... 13

2.2.3 双因素理论 .................................................................................................. 14

2.2.4 需求层次理论 .............................................................................................. 14

2.3 供需网（SDN）基本特征理念概述 ................................................................. 15

2.3.1 供需网的定义 .............................................................................................. 15

2.3.2 供需网的基本特征 ...................................................................................... 16

2.3.3 供需网的基本特征理念对于本研究的启示 .............................................. 17

第三章传统薪酬管理体系分析 .................................................................................. 19

3.1 传统的薪酬管理体系设计 ................................................................................. 19

3.1.1 制定薪酬策略 .............................................................................................. 19

3.1.2 设计薪酬等级 .............................................................................................. 20

3.1.3 设计薪酬结构 .............................................................................................. 22

3.1.4 薪酬体系实施与管理 .................................................................................. 23

3.2 识别传统薪酬管理存在的问题 ......................................................................... 23

3.2.1 传统薪酬管理现状 ...................................................................................... 23

3.2.2 薪酬管理问题识别 ...................................................................................... 25

3.3 对传统薪酬管理问题的结构解释模型分析 ..................................................... 27

3.3.1 结构解释模型 .............................................................................................. 27

3.3.2 薪酬管理问题的结构解释模型构建 .......................................................... 28

3.3.3 基于 ISM 的薪酬管理问题分析 ................................................................. 34

第四章基于 SDN 基本特征理念的薪酬管理体系设计 ............................................ 36

4.1 基于 SDN 基本特征理念的薪酬管理体系设计前提 ....................................... 36

4.1.1 企业遵循 SDN 基本特征理念 .................................................................... 36

4.1.2 基于 SDN 理念的薪酬体系设计原则 ........................................................ 36

4.2 基于 SDN 基本特征理念的薪酬管理体系设计思路 ....................................... 37

4.2.1 节点企业薪酬体系设计思路 ...................................................................... 37

4.2.2 节点薪酬系统的设计思路 .......................................................................... 38

4.2.3 企业与员工之间动态交互的薪酬管理设计思路 ...................................... 39

4.3 基于 SDN 基本特征理念的企业薪酬管理体系设计 ....................................... 40

4.3.1 基于 SDN 基本特征理念的动态薪酬设计 ................................................ 40

4.3.2 基于 SDN 基本特征理念的激励机制设计 ................................................ 43

4.4 本章小结 ............................................................................................................. 45

第五章 HY 公司基于 SDN 特征理念的薪酬体系应用及效果评估 ......................... 46

5.1 HY 公司概况 ....................................................................................................... 46

5.1.1 HY 公司薪酬管理现状 ................................................................................ 46

5.1.2 HY 公司在薪酬管理方面存在的问题 ........................................................ 47

5.1.3 HY 公司建立基于 SDN 基本特征理念激励机制的必要性 ...................... 48

5.2 HY 公司基于 SDN 基本特征理念的激励机制的建立 ..................................... 49

5.2.1 HY 公司核心员工识别 ................................................................................ 49

5.2.2 HY 公司核心员工需求分析 ........................................................................ 52

5.2.3 HY 公司根据核心员工需求寻找合作伙伴 ................................................ 56

5.2.4 HY 公司构建核心员工积分兑换奖励平台 ................................................ 56

5.3 HY 公司薪酬激励机制实施效果评估 ............................................................... 57

5.3.1 问卷设计与发放回收 .................................................................................. 57

5.3.2 统计结果分析 .............................................................................................. 57

5.4 HY 公司建立薪酬激励机制的影响和启示 ....................................................... 58

5.4.1 HY 公司建立薪酬激励机制的影响 ............................................................ 59

5.4.2 HY 公司建立薪酬激励机制的启示 ............................................................ 59

第六章结论与展望 ...................................................................................................... 61

6.1 结论 ..................................................................................................................... 61

6.1.1 SDN 基本特征理念对于薪酬管理体系设计具有指导意义 ...................... 61

6.1.2 薪酬体系设计的创新研究为其他企业提供了借鉴作用 .......................... 61

6.1.3 案例应用及评估对薪酬体系的具体实施起到参考价值 .......................... 62

6.2 展望 ..................................................................................................................... 62

附录 1 ............................................................................................................................. 63

附录 2 ............................................................................................................................. 65

附录 3 ............................................................................................................................. 67

参考文献 ........................................................................................................................ 69

在读期间公开发表的论文和承担科研项目及取得成果 ............................................ 72

致谢 ............................................................................................................................ 73

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摘要：

学校代码：10252学号：112490772上海理工大学硕士学位论文基于供需网（SDN）基本特征理念的企业薪酬管理体系研究姓名陈丽丽系别管理学院专业企业管理研究方向人力资源管理指导教师林凤副教授学位论文完成日期2013年12月RESEARCHONENTERPRISESALARYMANAGEMENTSYSTEMBASEDONTHEBASICCHARACTERISTICSCONCEPTOFSUPPLYANDDEMANDNETWORK(SDN)byChenLiLiAThesisSubmittedtoUniversityofShanghaiforScience&TechnologyinPartialF...

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