科研管理

科研管理 ›› 2007, Vol. 28 ›› Issue (5): 115-120.

• 论文 • 上一篇    下一篇

高新企业薪酬制度研究

方阳春, 姚先国   

  1. 浙江大学,公共管理学院,浙江,杭州,310027
  • 收稿日期:2005-06-14 出版日期:2007-09-24 发布日期:2011-05-16
  • 作者简介:方阳春(1974-),女(汉),浙江浦江人,浙江大学公共管理学院讲师,博士,研究方向为人力资源管理。
    姚先国(1953-),男(汉),湖南华容人,浙江大学公共管理学院教授,博士生导师,研究方向为劳动经济学和政治经济学。
  • 基金资助:

    国家自然科学基金重点课题:中国人力资本投资与劳动力市场管理研究(项目编号:70233003,时间2003.1─2006.12)。

Research on the pay systems in high-technology firms

Fang Yangchun, Yao Xianguo   

  1. 1. School of Politics and Public Administration, Zhejiang University of Technology, Hangzhou 310023, China;
    2. College of Public Administration, Zhejiang University,Hangzhou 310027, China
  • Received:2005-06-14 Online:2007-09-24 Published:2011-05-16

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摘要： 人力资本是高新企业的关键资源,薪酬是发挥其人力资本优势的主要激励手段。"制度重于技术",薪酬制度对高新企业的生存和发展至关重要。本文在以往研究的基础上,根据高新企业的特征和人力资本的特征,提出科学合理的高新企业薪酬制度是一个采用高薪酬水平、能力工资、宽带工资结构,推行股权激励等剩余分享制,实施全面薪酬,引入竞争机制的体系。本文还利用调查数据对高新企业薪酬制度的效应进行了实证研究,为高新企业薪酬制度安排提供数据支持。文章最后对我国高新企业薪酬制度改革提出了一些建议。

关键词: 高新企业, 薪酬制度, 人力资本

Abstract: Human resource is the key resource for high-technology companies, and compensation is the main incentive tool to gain human capital advantage. "The system is more important than technology", pay systems are most important for high-technology firms' survival and development. Based on these existing researches, a scientific and reasonable pay system according to the characteristics of high technology firms and their human capital is put forward. Pay systems in high technology firms must be arranged with a compensation level which is higher than or compares with the market pay level. The pay systema are competency-based, long-term incentives related employee benefit with firm profit, broad banding pay structural, total reward and competition mechanism. An empirical study about pay system effectiveness in high-technology firms is given, which offers data evidence. Finally some suggestions about pay system reform in high-technology firms are provided.

Key words: high-technology firm, pay system, human capital

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