以P为核心的薪酬分配优化与实施-以华为公司为例.pdfVIP

以 3P 为核心的薪酬分配优化与实施 ——以华为公司为例 摘 要 当前社会随着经济发展与社会进步，传统的薪酬分配制度开始无法满足企业 及员工的需求，导致的一系列诸如员工积极性下降抑或是对企业认同感丧失等问 题从而影响企业的正常发展。为了探讨薪酬分配制度的完善与优化，文章以华为 公司为例，分析以 3P 即职位、能力、绩效为核心对薪酬分配制度进行调整优化 包括动态用工，同工同酬，以岗定薪；激励能力提升；绩效评分制度；员工持股 制度；福利保障双因素激励。并针对薪酬分配制度客观有效落实提出四点建议明 确职级定位定薪，保证职位晋升机会；奖励激励员工学习提升更多能为企业提供 贡献的能力；绩效评定方案合理客观有效并落实到位；在提供基本的福利保障基 础下给予与员工持股机会。 关键词：3P；薪酬分配；优化；实施 I Salary distribution and optimization with 3P as the core -- Taking Huawei as an example Abstract At present, with the economic development and social progress, the old salary distribution system can not meet the needs of enterprises and employees, resulting in a series of problems such as the decline of employee enthusiasm or the loss of corporate identity, which affect the normal development of enterprises. In order to explore the improvement and optimization of the salary distribution system, this paper takes Huawei as an example to analyze the adjustment and optimization of the salary distribution system with 3P as the core, including dynamic employment, equal pay for equal work, salary based on position, improvement of incentive ability, performance scoring system, employee stock ownership system, and two factor incentive of welfare and security Li. In view of the objective and effective implementation of the salary distribution system, the paper puts forward four suggestions: defining the position and salary, ensuring the opportunity of position promotion; rewarding and encouraging employees to learn and improve their ability to contribute to the enterprise; reasonably, objectively and effectively implementing the performance evaluation scheme; and giving employees the opportunity to hold shares on the basis of providing basic welfare guarant