| 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〖ZW(DYO1〗民营企业包含三个层次：一是广义民营企业，指除国有和国有控股企业以外企业的统称；二是内资民营企业，指广义民营企业减去港澳台和外商投资企业；三是狭义民营企业，单指私营企业。本文民营企业是指狭义的民营企业［1］。 〖ZW)〗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。 |
| 关键词: 民营企业 人力资本 薪酬结构 薪酬水平 薪酬组合 |
| DOI： |
| 分类号: |
| 基金项目: |
|
| Research on the Design of Compensation Strategies and the Methods of its Application for Human Capital in Private Enterprises |
|
WANG Xuhui
|
| Abstract: |
| 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 types 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 compensation 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. |
| Key words: private enterprises human capital compensation structure compensation level compensation package |
