沃尔沃公司如何用薪酬制度激励员工.doc

How to Use the Salary System to Motivate EmployeesReport for the Management Accounting of the Volvo CompanyContentsIntroduction3The Salary System problems of Volvo Company.3The Effects of Using Salary System to Motivate Employees4The Improvement of Volvo Company.5Conclusion.6References.6Introduction Volvo is a very famous Swedish brand of cars. The company was built in Sweden in 1927. Volvo group is one of the worlds leading commercial transportation and construction equipment manufacturer, it mainly provide trucks, buses, construction equipments, shipping and industrial application drive system and aviation engine components. It also includes financial and after-sales service of the full set of solutions. With eighty-five years of the deep accumulation and classical inheritance, Volvo group has quality, safety, environmental protection, the core value created world-renowned brand, the high trust and the achievement.But along with the further development of economic crisis, Volvo Company also had to face the debt crisis. In 1999, Volvo group sold its Volvo car business to the Ford Motor Company in America. In 2010, the Chinese automobile enterprise Zhejiang Geely Company purchased Volvo car business from Ford and access to Volvo car brand of their ownership.After the reorganization of the Volvo Company, Volvo group lost a large number of talents and advanced technology. Employees lacked of confidence, they were very slack in the working time, and the working efficiency was very low. The various pressures also forced the Volvo group to motivate employees again.The Salary System problems of Volvo Company1. The Companys Salary Management lacks of Strategic VisionThere is a strategy guide principle in salary system designing. It is the enterprise salary system construction and enterprise development strategy organic combine. It makes the enterprise salary system become the realization of the company development strategy. Enterprise salary strategy is one of the most parts of companys human resources.When Volvo entered the Chinese market, the business enterprise had very few inside professional marketing personnel, and the prices of cars was also higher than other domestic level of high-grade cars. For the consumer, Volvo, this brand was strange and price was high, so the market was less. From the surface of the problem seems to be enterprise marketing did not reach the designated position, however deeply cut its essence, and explain that the enterprise did not pay attention to the marketing personnel, not given the necessary salary incentive effects.2. Lacking the Ideas of Salary ManagementSalary concept is part of the culture of the enterprise. It has been clear about the enterprise in the salary management advocates value orientation and it is the soul of the compensation system. It pointed out the company for exactly what kind of behavior and what kind of performance payment. Once the employees know the enterprise value tendency, they will be more clear own labor of duty category, which focus on the improvement of their own technology. So in the long term, technology brings to the enterprise to improve the higher production efficiency, better customer service, greater sales, higher profit and the sustainable development of the enterprises can be realized.Volvo Companys salary structure is mainly composed of fixed salary and variable payment these two components. Fixed salary is according to the position of the required skills, knowledge, operation difficulty etc factors; Variable compensation is general with bonus, allowance and form. The present question is that the proportion of fixed salary is too big, the proportion of variable salary is too small, so it is difficult to motivate the employees enthusiasm and creativity, so that employees working efficiency were not high.3. Ignored the Important Role of Intangible CompensationSalary has intangible and tangible these two parts. Tangible compensation concrete form: salary, bonus, benefits, bonuses and stock. Intangible salary refers to people get satisfied from the work. It usually does not need to enterprise cost the economic resources. Intangible salary specific it is to show social status, the reputation, the sense of pride, etc. According to Maslows demand theory, tangible salary just meet physiological, safety, and part of the social pattern of demand, and the invisible meet the employees respect and self-actualization needs.Volvo Companys staff the current compensation is made up of wages, rules of social insurance and housing fund and other benefits composition. Salary is the enterprise as the main body of a staff salary and bonus according to the profits of the company a year on distribution, thus Volvo Company pay less attention to the intangible payment.The Effects of Using Salary System to Motivate EmployeesSalary in attracting, retaining and motivating the staff has an important role. If the enterprise salary design is reasonable, the internal do fair, at the same time in the market has competitive power, the outstanding staff wont because compensation problems exit and job-hopping, and help to realize the goal of enterprise and work harder. It requires enterprises in the salary design process must reflect scientific, fair, motivation, economy, competition and cooperation and other characteristics in the post evaluation, job analysis and job evaluation.Salary incentive is the enterprise can satisfy the employee life needs and recognized the effort. Staff will put their income salary and others pay comparison together and then judge the enterprise to pay more attention to their level, so as to measure the position in the enterprise.Enterprise salary system has certain regulatory role. By regulating the compensation relationship it can break region, industry, and the enterprise and department boundaries and make human capital normal flow, the reasonable configuration, so as to maximize the utilization rate of human capital, better play to the role of human capital.The so-called scientific and rational enterprise salary system to the staffs working attitudes, behavior and performance can produce positive influence.The Improvement of Volvo Company1. Carry out a New Strategic Salary AdministrationStrategic salary administration is the basic part for enterprise development. According to enterprises development stage, the internal and external environment, the goal of enterprise, the correct choice of salary strategy promote enterprise strategic target to be realized better. It is necessary to change the external environment and reform enterprises structure.When Volvo is in the process of development, the enterprise strategy should tend to marketing field. The managers should pay more attention to the enterprise product publicity. They should strengthen the marketing personnel salary incentive effect. On the one hand, it can motivate enterprise marketing staff to carry out strong marketing work. On the other hand, it can attract enterprise external talents with the favorable treatments.2. Improve the performance of evaluation systemPerformance evaluation results are directly contacted with the employees payment. Performance evaluation of objectivity and fairness will directly affect the rationality of the compensation system.Enterprise may according to the evaluation results divide the staff into outstanding, good and qualified three levels, such as the outstanding give a raise of 6%, good raise 3%, qualified have a 1% salary increase. Its a bit like students of grade reward points.3. Considering the Employees and Strengthen CommunicationNo matter whether they choose to external or internal salary compensation, only let the staff to accept the compensation way is the best. Enterprise should strengthen and employee communication and better understanding of the needs of employees.Volvo Company can take the following different methods: lower wage levels of staff, the role of the prize money is more important. Managers can increase the external compensation for incentives; Higher income to the employees of the company especially intellectuals and management staff, the promotion position, respect personality, awarded the title of a technical post, encouraging innovation and work of the degree of freedom and the means of incentive effect is better. To the company line workers, like engaged in manual labor employees and terminal marketing personnel, labor protection, labor conditions and post allowance may be more effective.ConclusionEnterprise salary system is a complex and huge engineering. Only designing the salary system in many different ways and gu