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基金公司战略导向型薪酬激励模式研究
Research on Strategic Compensation System of Asset Company
【作者】 魏巍；
【导师】 唐宁玉；
【作者基本信息】 上海交通大学 ， 工商管理， 2012， 硕士
【副题名】以HA公司为例
【摘要】 基金行业作为知识密集型行业,其薪酬激励体系不仅仅作为一种激励的手段,而是应该成为推动企业战略目标实现的有效工具。薪酬激励体系的设计应该以基金公司各个业务的战略发展目标为出发点,实现对员工的有效、长期的激励。目前,基金行业的薪酬体系存在薪酬的战略导向意识不足,薪酬体系与公司战略不匹配,薪酬结构不合理等问题。通过战略导向型薪酬激励体系的设计和引入,对于基金行业吸引国内外高端金融人才,提高人力资本效能,提升基金公司核心竞争力有着至关重要的作用。本文以人力资源薪酬激励理论为基础,从基金公司的战略高度来思考和设计基金公司的薪酬激励问题。从传统薪酬在基金行业运用存在的问题出发,通过分析战略导向型薪酬体系与传统薪酬体系的区别所在,从薪酬体系三个维度:战略维度、制度维度、操作维度逐步思考、设计适合基金公司各业务特点的薪酬激励模式。本文通过HA公司战略导向型薪酬激励模式作为实证研究,分析战略导向型薪酬激励对HA基金经营业绩产生影响。通过研究战略导向型薪酬激励实施后人工成本的投资效益情况以及人力资本的提升效果,提出战略导向型薪酬激励的实施保障和对人力资源管理者的新要求。
【Abstract】 As a knowledge-intensive industry, Asset company considers the incentive system as not only an inspiring means towards the employee, but also an useful device for empowering the achievement of corporate strategy target, which is as well as the base of the bonus scheme designation, in order to realize the long-term and effective stimulation.Currently, as regards the incentive system, lack of strategy-oriented sense, mismatching between the incentive system and the corporate strategy, and the irrationality of the bonus scheme exist in the asset industry. Designation and introduction of the strategy-oriented bonus scheme could not only strengthen the attraction for the high-level overseas finance talents, but also could increase the effectiveness of human resources as well as the company’s core competitiveness.This article is based on the incentive theory at human resources area; and it aims to design the incentive system for the asset corporate with a strategy-oriented point of view. Based on the demerits and issues occurred by a traditional system, this article distinguished the strategy-oriented system and the traditional system, designed a pattern for the asset corporate in terms of the bonus scheme by taking company strategy, institution, and operation into account.Empirical research has been conducted on HUA’AN Asset Company in order to study the impact of strategy-oriented bonus scheme on the corporate business. Analysis has been carried out towards the increment of both labor cost and investment output after the application of the strategy-oriented bonus scheme in order to propose the methodology of ensuring the implementation and raise the new requirements towards the human resource management.