薪酬管理——英文.doc

The level of pay disparity and the system - Salary Management in Modern Western Theory
工资水平的差异以及系统——薪酬管理在现代西方理论
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Abstract: Enterprise compensation management has always been the focus of attention. This is not only because it is closely related with the interests of individual employees, but also because it is directly related to the success or failure of incentive mechanism. Articles on modern Western business management major research salary results, methods and trends and inspiration for corporate pay practices were reviewed and summarized to provide researchers a study on the overall view of foreign salaries, but also for the first line in the actual workers compensation management, showing a Thought for the analysis of rational thinking.

Paper Keywords: pay levels: gap and the system, Theory
This paper will summarize three areas of modern Western salary management major theoretical viewpoints, and these theories of corporate pay practices in China. They are: the individual level pay determination theory, decision theory pay the corporate level, companies pay payment system theory. The purpose of this paper is: to engage in both teaching and research of the readers. Compensation Management provides a theoretical study on the overall view, but also for the actual workers in pay administration, showing a logical framework for rational thinking.

First, the individual characteristics of the pay level - the interpretation of human capital theory
The 20th century, the most important breakthroughs in labor economics and contribution of one of the labor supply from the perspective of human capital theory. Was founded in the 20th century, the human capital theory 60s break the traditional framework of economic analysis, for our economic growth reveals human capital than physical capital in a huge contribution. along this line of thought, human capital theory to the existence of individual differences in pay are also some classic interpretations. It is the view that wages with age, experience and level of education is the root cause of changes in his human capital stock, then his marginal productivity of these variables will change with the change (Becker, 1975, Mineel ", 1974). Furthermore, many of the classic human capital theory, the inference drawn. such as, education human capital investment and life-long employees a positive correlation between wage levels, that employee will receive a higher wage returns increase with the level of education and improve the level of work experience and the relationship between wages inverted "u" shape of the curve. the staff obtained from the work of human capital accumulation with experience and growing. It reached the maximum at a certain point in time, and then due to a decline in physical strength and energy or technology updates and other natural causes declined.

The conclusion is that companies pay management practices provide many important lessons. For example: Since only when the expected present value of benefits at least equal the present value of current spending, people will be willing to make investment in human capital. Therefore, in the company's salary system medium and high levels of education should be higher than the initial pay levels were low education level of the initial pay, especially for those who carry a high level of specific human capital investment staff as soon as possible so that their income can be offset or exceed the learning cost, Otherwise, there will not be many people willing to invest in education and training. Meanwhile, the scarcity of the market, through investment in human capital to form a large number of professional and technical personnel, including senior technical workers, management personnel, should be designed with market competitive compensation . To form a human capital investment in promoting people's learning mechanism.

Second, the decision on the pay levels of corporate mechanism theory - the efficiency wage theory (EficiencyWageTheory)
"In the end business is simply a price taker in the labor market or wage in strategic planning has considerable autonomy." Confused with the long-term problems in the pay of economists has fundamental significance. In The early price of the marginal productivity theory of supply and demand equilibrium theory, based on a representative neo-classical economics of supply and demand equilibrium wage Marshall of the establishment. in his view. wages in the labor market, the demand for labor relative to price and supply price equilibrium price . the individual firm in determining its labor costs, only the recipient as the market wage level. Marshall's equilibrium wage of the decision to establish a mechanism for market wages. Although the model is highly simplified, but it has strong vitality. Pay is still theoretical research and business development strategy outside an important basis for compensation.

If the neo-classical economic theory completely accurate, then the employer decided to pay the level of autonomy is very limited. However, the reality of the economic environment can not meet the assumption of equilibrium wage theory. So, then committed to the neo-classical economists economic theory, be amended to better explain the pay levels exist in the business decision in a variety of complex economic phenomena. which is a typical 70 2O century by the Solow et al. 80 years of the 20th century by the Shapiro and Shi Dige Leeds (1984) and others to further develop the efficiency wage theory.

The emergence of efficiency wage theory. It is made to explain the equilibrium wage theory was helpless various economic phenomena: Why do people a level below the prevailing wage can not find work, resulting in a large number of involuntarily unemployed? Why the company loaned the machine involuntary unemployment reduction wage costs. Instead, the wages paid above the market level?
Efficiency wage theory of the basic point of view: the output value of wages is not equal to the marginal productivity of labor to maximize the conditions for investment and labor workers who also depend on the actual level of effort. The company was willing to pay workers above market-clearing level wage. The reason is that real wages and the workers are related to the degree. lower real wages, will reduce labor productivity, is not conducive to maximizing profits. efficiency wage theory is represented by the sabotage model, leaving the cost model and adverse selection model.

1. Sabotage model (TheMonitoringandShirkingMode1). In these models, the most widely circulated sabotage model. The model consists of Shapiro and Shi Dige Leeds (1984) development. It rests on a basic assumption: workers on their work effort and holds a cautious attitude, there is supervision of employees by enterprises of high costs. Therefore, in order to reduce monitoring costs while improving employee performance, employers will pay more than the opportunity cost of staff wages, and the opportunity cost of staff depends on the market level wages or unemployment insurance. employers to pay wage levels and the greater the difference between the market wage. Or the higher unemployment rate, the more afraid of employees laid off by businesses. In these circumstances. Work will become more attractive to employees urged to work harder.

Slow down business model can explain the real reason to take seniority wage system. In order to prevent or slow down, to strengthen work incentives, companies pay workers for new jobs pay less than their marginal productivity, but the promise of future growth as the length of service, payment of wages will be higher than their marginal productivity. However, if there are slowdowns and other bad behavior. employees can be fired, the relationship between seniority and wages automatically decoupled.

2. Turnover cost model (TheTurnoverCostsMode1). Leaving the general assumption is that the cost model: the staff leave for the enterprise has a cost (Salop, 1979). Therefore, the companies will develop appropriate policies in order to avoid separation pay, training and hiring new staff with to the cost. in a pArticular company, each job will require specific training to ensure a common employee can improve his productivity. This is because the company and the job has its own characteristics, needs match between capital and labor. employment and training for the higher fixed costs. companies want employees to stay on the longer term. So. In order to reduce turnover. enterprise will provide a level higher than the market wage bonus. turnover cost model also explained from another angle seniority and employees of the enterprise wage levels will be linked to the reason ..

3. Adverse selection model. By the Weiss (1981) model of adverse selection created by the relaxation of labor homogeneity assumption. Recognize the heterogeneity of labor, while manufacturers and the information asymmetry between workers. Weiss study found that the ability of workers its psychological level of the minimum wage have a greater positive correlation between wage levels provided by the manufacturer directly affect the quantity and quality of candidates. any efficiency wage level is lower than the people who are willing to work will be treated as inferior labor (Lemon) . Once the manufacturers to reduce wages, the highest productivity of those workers will resign. Therefore, to prevent bad money drives out good money phenomenon, manufacturers will have not on the high and low adverse selection, which prefer high wages to the labor market send a message to attract Artisans to candidates, and rejected those who are willing to wage employment is lower than the efficiency of job-seekers.

Third, on the theory of corporate salary payment system
We review the theoretical focus of these pay levels are determined. In this pArt. We will turn to the internal perspective of the pay system problems, such as how companies design compensation structure, pay structure between the different positions and the pay gap and other issues. You will find that many in practice, followed by corporate compensation design principles. all have a deep theoretical background.

1. A variety of incentive pay systems theory and business choices. Pay problems are caused widespread concern, mainly due to its excitation function. Design an effective compensation system can be advocated to the staff to send business direction and mode of action. Therefore, pay system design to answer a fundamental question is "what can motivate employees?" dedicated to a variety of incentive theory of human needs from the staff to answer this question.

Motivation theory can be divided into two categories: people need to focus on the structure. That is confirmed for the individual what is most important. For example, Maslow's hierarchy of needs theory and Herzberg's two-factor theory are attributed to this category. Such theories have a common hint: do not pay money in the form of external the main determinant of work incentives, and reflected the work of the sense of achievement, enrichment, diversity, compensation and other forms of internal behavior of the people will have a more powerful effect.

In organizational behavior, the hierarchy of needs theory is the foundation of knowledge, arguing that human needs form consists of five levels: physiological needs, safety needs, belonging and love needs, esteem needs and self-actualization needs. Five levels of needs development order is from lower to higher. According to the hierarchy of needs theory. Enterprises in the choice of pay system, pay structure should be made consistent with the needs of different levels of development. Therefore, the later will pay compensation experts generally classified as "internal compensation" and "extrinsic rewards" categories. "Outer pay", such as "under the there must be generous rewards Isao", is material incentives, "the reward," such as "who is friends to die." is a spiritual incentive. enterprises in the monetary compensation to ensure that employees, after the material needs are met. Should focus on meeting the spiritual needs of higher level employees. We pay from many popular business model, see the shadow of hierarchy of needs theory, such as a flexible compensation plan (for employees in compensation and benefits from a range of pick and choose), overall compensation plan (TotalRewards) and so on. reposted elsewhere in the Research Papers Download in the two-factor theory, those can cause job satisfaction factors are called incentives, including a sense of achievement, responsibility, promotion, personal development and the possibility that these factors will improve employees creates strong incentives. The factors that cause dissatisfaction are called hygiene factors, including wages, working conditions, interpersonal relations, company policy, these factors improvements to prevent or eliminate employee dissatisfaction, but not directly improve performance. Therefore, as a manager, to the effective application of compensation tools to motivate subordinates. First, what factors should be clearly belong to health factors, those factors that are motivating factor.

Second motivation theory - in a fair theory, expectancy theory, represented. Less concerned about the needs of such incentive theory more concerned about the state of transactions between employees and employers fairness. Such theories pay system to promote the importance of fair trade.

Equity theory (EquityTheory) by the American psychologist Adams (J. S. Adammas) in 1965. The theory reveals that individuals not only care about their efforts to obtain compensation through the absolute number, but also concerned about their pay and others Payment. equity theory that people have chosen to compare the object can be divided into three types: the "other (internal)", "other (external)" and "self." Contrast this idea of the pay structure of the enterprise is very important effects. First of all, employees will own input-output ratio in the same job with the organization and the different work compared to others, and generate a sense of fairness, the idea to support the salary benefit the design of the "internal equity" principle: employees and outside the organization engaged in the same or similar work to compare to others the idea generated a sense of fairness, the support of the "external equity" principle, the same time. Employees and their work experience compared to the idea generated a sense of fairness. The support of the "individual equity" principle, that the pay levels of employees should correspond with its performance. Fluctuations reflect changes in performance pay.

Adams Equity Theory is focus on the equitable distribution of th