一线生产操作员工整体薪酬方案研究——以A公司为实例_推荐.pdfVIP

摘 要 一直以来，人们在研究薪酬福利体系或者在设计薪酬方案的时候，关注的 焦点往往是企业的关键员工，知识型员工等。而对于大部分生产型企业而言， 占其绝大部分比例的生产操作员工却一直收到忽视。笔者认为其原因是一直以 来，我国的劳动力人口丰富，劳动力富裕，故长期以来我国走的是依靠廉价劳 动力、低人工成本的企业发展道路。因而对于那些生产型企业而言，那些技术 含量相对要求较低的操作性人员，即使其流动率不低，但是要及时寻找到可替 代的人员十分容易，故公司并不需要投入精力、成本对这类员工的留任与激励 问题上。然而，随着社会的发展，人口状况发生了变化。以农民工为主力的劳 动力供求发生了巨大的变化。“民工荒”的现象日趋明显，对企业造成的影响日 趋严重。企业投入在操作性人员的招聘和培训等成本日渐增长，而操作性人员 的缺乏对企业产量的影响也十分明显。在这样的情况下，企业开始关注对于一 线生产操作员工的留任与激励。本文从薪酬的角度出发，就一线生产员工的薪 酬问题进行研究探讨。并以 A 公司为实例，分析 A 公司当前的薪酬体系，并设 计适用于 A 公司一线生产员工的整体薪酬方案，探讨在设计过程中，及推行过 程中可能遇到的问题。 关键词：一线生产员工；整体薪酬；方案研究 Abstract For a long time, when the enterprisers and the scholars are considering about the compensation and benefit system or design some motivation project, they will always focus on the key positions such as knowledge employees. But actually in the manufactory industry, 80% are common employees, who are always ignored. For the reason, I think it is because China is full of work force, so the manufactory was set upon a low paid force market. So even the turnover rate of the first line operators is high, but for the factories, whose production workers don’t need high technician requirement, it is easy for them to found the replacement. So the companies don’t spend a lot of time and energy on the retention and inventive project for them. But with the development of the society, the population station of China has been changed. The supply and demand of the work force which main force is rural migrant workers has been changed, too. The phenomena of shortage with work force is more and more serious, and it has also take an serious effect on the factories. The cost of the factories launch into the recruitment and training is continued increased. And the effect of the production output caused by the shortage of the first line employees is more and more obv