薪酬制度流程的重点研究[文献翻译]

1、外文题目：Process-focused Salary System 出 处：Journal of Systems Science and Systems Engineering 作 者：Dcch P and Sloan R 原 文 ：Process-focused Salary SystemAbstract： Salary often acts as the main incentive by managers to push employees to adjust their behaviors so as to realize organizations goalWith the tra

2、nsfer from function focused organization to process focused organization，the new relative salary system should be established at the same timeThis article is intended to introduce an original salary system process focused salary systemAfter pointing out faults of traditional function focused salary

3、system，the article explains the design thoughts behind the new process focused salary systemsummaries its three styles：based on cost，based on quality and based on task；and at last defines its application scopeKeywords： salary system；process；BPR1 IntrOduction11 Background of Process focused Organizat

4、ionThe 1 990s witnessed the theory of BPR(Business Process Reengineering)，which was regarded as the forth revolution in the management history，became an effective tool to fight against organization redundancy， bureaucracy atmosphere and information.Technology black holeEmphasizing on the customer or

5、iented corporation culture and paying close attention to the core business processes，BPR uses S(Simplify)，I(Integration)，E(Eliminate)and A(Automation)to optimize the logical relations of activities in the processes，facilitate the smooth flow of cash，information，human and products and impel organizat

6、ion from function focused style to process focused style.More and more enterprises attach importance to the process focused organization since our society has entered the 3C(Customer，Change，Competition)eraAccording to the statistics，however，the succeSS rate of process focused organization is below 4

7、0 per centThe related survey indicated that the reasons for the failure lie in the fact that enterprises ignore the establishment of human resource plan，information technology platform and management regulation system(including corporation culture)，which account for 20 per cent，30 per cent and 50 pe

8、r cent of failure reason respectively.12 Salary System Is Key of Reform 7S SuccessTherefore，the key to reform7s SUCCESS is to set up a suit of management regulation system，and most importance of all，is to establish a set of salary systemThe reform requires employees to change their behaviors and val

9、ues since it redesigns the work flow and subsequently changes the ways of workingAs the most efficient tool of salary system can be made use of to encourage the expected behaviorUsing means of promoting，salary increasing and special subsidy to consolidate behavior change；at the same time，demotion，sa

10、lary deduction and other punishment means can be adopted as negative stimulants towards the unexpected behaviors In this way，employee can adjust bis behavior，change his work attitude，improve his skills and form new values day today2 Transfer from Function focused System：Salary System to Processfocus

11、ed Salary21 Faults of Function focused Salary SystemThere are two main kinds of salary system；one is functionfoeused salary system，the other is process focused salary systemFunction focused salary system has been the main trend for a long timeHow does it run?Firstly，the same or similar activities ar

12、e classified into the same departmentLet us take an exampleMarket survey，market promotion strategy decision，market distribution channel management are all similar activities，So they belong to the same department market departmentSecondly，diverse positions and levels are identified in every departmen

13、t of the organizationIf two persons have similar position then they have similar salaryPosition 8L Skill salary system，for instance，is one typical funetion-focused salary system，popular especially in manufacture industrySome firms classify the manufacture position into milling，punching，grinding，poli

14、shing and etc，with skill levels divided into primary，middle and highThe designers of above mentioned salary system deem that one position needs corresponding skills and abilities such as memory，decision and bodv control or some theoretical and practical knowledgeTo gain the certain position must stu

15、dy required skills，abilities and knowledgeIt goes without saying that more sophisticated knowledgemore large study costConsequently，PositionSkill salary svstem is to some extent compensation for study costThis widely used salary system seems reasonable and feasibleHowever，no matter how perfect it se

16、ems to be，the function focused salary system has one fataI fault in nature because it is born with function=focused organizationThis traditional organization type divides the whole organization into several functional departmentsEmplovees are usually promoted only within the department he works forW

17、hen an intern climbs his social ladder to be a senior financial manager，he has to concentrate on the work in finance department and attaches great importance to the instructions from his direct bossHe would not like to share his precious time and energy with other departments，needless to say of the

18、outside customerThat is to say，organization could not change into a customer oriented one since its employee cares too much about the demand of his own department to notice the demands of customersThat is why many departments in organization are dumb to the markets signals orpressure，and many employ

19、ees treat customers coldlyThe common clerks deem it issenior managers or boss not themselves that should shoulder responsibilities towardscustomersEmployees usually complain that unexpected or emergency task is beyond the descriptions in the position instruction bookcontribute to the customers 7 sat

20、isfactoryPeople seldom realize it is worthy efforts to .All in a11，the inherent fault of function focused salary system lies in the facts that emplovees ignore the customers and seldom share work with other department voluntarily22 Design Thoughts Behind Process-focused Salary SystemWhat then will b

21、e a well balanced and effective salary system?In the first place，salaryshould be a variety not a constantObviously，salary is the re distribution of part ofprofitAs it is well known，profit jumps up when demand is brisk and drops sharply when slump comesSince profit is changeable，salary is also change

22、ableIn the second place，salary system should measure employees work with both personal performance and the profit they createdOnly in this way can an employee endeavors to push his ability to the limit and meanwhile gives attention to the overall organization performanceBut the traditional function

23、focused salary system can not keep up with our society for its design thoughts are static and unilateralOur era demands a novelty salary systemProcess focused salary system has advantage over traditional one because it is born with process focused organizationAs mentioned above，the thoughts of proce

24、ss focused organization analyze organization structure from the angle of processThe resource such as cash. raw materials and people are initial inputsThe final products or services are outputsPlenty of interior processes transfer inputs into outputsThen，all employees are viewed as various links amon

25、g various of processesPeople who belong to some certain process must collaborate to satisfy the final customer at the last end of processThe reason is because customer satisfaction is the determinant factor of sales income and profitThe more satisfactory the customers are，the more opportunities for

26、organization to reinforce and enlarge its market shareProcess focused salary system adopts new measurement indexesIn the traditional salary system，they are age，knowledge background，position or skill level，but now one organization measures employees with one key question：What you have contributed to

27、the procass or customer satisfaction?To mak6 it practical，we can use sales income or profit,customer complain case rate，the co work attitude and other indexes to substitute for customer satisfaction measurementThe new salary system has significant meaning to win the competitionIt changes the ideas o

28、f employeesIn the past，employees think belong to some department and what Ido is for myself and my department“Now，employees think|.I belong to some process and what I do is for customers at the end of this process”Further，the person involved in one process looks at next link as one kind of internal

29、customerIt is his duty to try his best to provide products or services for the next link，and the last link provides products or service for the outside customerWith the application of process focused salary system，the customer oriented corporation culture spreads like wild fire and root in the heart

30、 ofemployees finally3 The Forms of Processfocused Salary SystemThere are three main forms of processfocused salary system：31 CostbasedThe cost-based and process-focused salary system is to apportion cost index into every link of one process，and then every link takes responsibility for controlling th

31、e costThis type of salary system is suit for pricesensitive organization where price is main weapon to win in market competitionIn practice，firstly，organization should set one price goalThis goal maybe the accepted market price or the price of productservice of main competitorsSecondly，cost goal is

32、calculated after the required profit rate is deducted from aimed priceThirdly，cost goal is apportioned among the process into every link step by stepCost of semiproducts must be controlled within the stipulated scope when semiproducts are transferred from one link to next oneThe employee will get hi

33、s payment when he meets the demand of cost controlIf he spares cost a lot with required quality，he will get extra bonus from what he savedOtherwise，his salary will be lower that standard as punishmentHandan Iron 8L Steel Corporation is a Success case of above mentioned salary system.Cost index is th

34、e only decisive factor of。salaryNo matter what the reason is，bonus or wage will be lost on the condition that cost index exceeds upper standard of the required control scopeThis salary system reform played a great role to stop loss and become a turn point to profitIt make Handan IronSteel Corporatio

35、n to be few of domestic profitable enterprise in the same industryBefore that，the corporations financial situation has been in red for five months and faced a slump demand in ironsteel market32 QualitybasedThe quality-based and processfocused salary system is to divide quality indexes into every lin

36、k of one process，and then every link takes responsibility for products quality of this linkThis type of salary system is suit for qualitysensitive organization especially in some chemical production industry where the product of former link is the raw material of latter linkThe final quality might b

37、e inferior。just because of fault of one linkIn practice，qualitysensitive organization can establish a set of quality indexesFor example，product rate，inferior product rate and super product rate are all quality indexes to measure the workers workAny link，which makes mistakes and 1ead to the final inf

38、erior product，will be responsible for the according lossThe salary of employees is calculated with the following formula：s=(a-b+c)PBWhere S：the actual salary；d：standard mark，usually 100；b：the lostss mark caused by this links fault；c：the loss mark caused by former 1inks fault；P：profit：B the salary po

39、rtion in profitusually 081 and it is constant，for only part of profit canbe used as salaryTherefore，employess can realize their work and salary is closely connected with finaloutput，and finally set up the senseof total qualityOne sugar firm adopts this salary systemIt divides the main production pro

40、cess intosugar cane purchase，；squeeaing，bagasse filtrating，sugar manufacturing and packing linksA quality control index system is used to assess the quality of every linkFor instance，the customer resent one inferior lot partly because the packing is not fasten and partly because sugar manufacturing

41、links product has not be purified enoughAccording to the quality index system，the loss mark caused by packings fault is 30，and the loss mark caused by sugar manufacturings fault is 1 7，so the salary of packing worker is：s=(a-b+c)PB=(100-30+17) PB =87PBThat is to say，the packing worker only gets 87 p

42、er cent of the standard salary外文题目：Process-focused Salary System 出 处：Journal of Systems Science and Systems Engineering 作 者：Dcch P and Sloan R 译 文 ： 薪酬制度流程的重点研究摘要：薪酬往往充当了提高管理者管理积极性的主要动力，促使员工来调整自己的行为，从而实现组织的结构从以功能为重点的组织转变为以过程为重点的组织，这篇文章的目的是在建立新的相对工资制度同时引入原有的薪酬制度以过程为重点的工资制度，并指出了传统薪资制度即以功能为重点的薪酬制度的弊端。文

43、章阐述了新的薪资制度以过程为重点的工资制度的特点：以成本为基础，以质量为基础，以任务为基础，最后对它的应用范围做了一个规范的定义。关键词：薪酬制度，重点，业务再造流程1 简介1.1以过程为重点的组织建立的背景90年代出现了业务流程重组理论（业务流程再造理论），这是作为管理学理论上的历史性革命，它成为一个能够有效打击组织重叠，组织职能过大和信息技术漏洞的工具。以客户为本的企业文化强调密切关注核心业务流程，业务流程再造和使用，业务流程的简化及重组，电子商务和办公自动化等组织系统及业务流程的优化。在活动的过程强调要把促进现金，信息，人力，产品和功能的合理有效组合作为重点从而推动组织的发展和优化。目前

44、越来越多的企业重视都把以建立过程为重点的组织体系作为管理体系的目标和方向，因为我们的社会已进入了3C（客户，变革，竞争）的时代。但是根据统计数据表明企业建立以过程为重点的组织体系的的成功率低于百分之四十。相关调查表明失败的原因在于，企业忽视人力资源规划占百分之二十，没有重视信息化建设以及技术平台的建立占百分之三十和忽视管理的规管制度（包括企业文化）占百分之五十。1.2薪酬制度是改革成功的关键因此，对于薪酬制度改革成功的关键是要建立一个相适应的管理规例系统，最重要的，是建立一个薪酬体系。要求员工改变他们的行为和价值，因为它重新设计工作流程，随后改变他们的工作方式的最有效的工具的。工资奖励制度，作

45、为最有效的管理工具，它以促进和增加员工的收入及专项的奖励补助制度，改变员工原先的收入预期观念。同时也可以降职，减薪等手段作为惩罚手段，两者结合可以收到很好的效果。能够为员工改变他们的行为，改变他的工作态度，提高自己的技能，并形成新的价值观。2.从职能的转变为重点系统：薪酬系统处理为重点的薪酬2.1以功能为重点的薪酬系统的缺点目前有两种主要类型的薪酬体系，一个是以功能为重点的薪酬制度，另一种是过程为重点的薪酬制度。以功能为重点的薪酬制度一直是主要的薪酬制度，以前一直是依靠这种理论来设置薪资制度的，那么他是怎样运行的呢？首先，把相同或类似活动分为同一种不同的结构体系，让我们举个例子，市场调查，市场

46、推广战略决策，市场分布，渠道管理都是类似的活动，所以他们属于同一个部门市场部门体系。其次，不同职位和级别确定，例如形同部门下的两个人他们有着相同的薪酬，但是又可以根据他们的位置及技能来确定工资报酬，例如，制造业是一个典型的以级别为重点薪资报酬制度系统，尤其是在制造行业中有些制造企业把职工的位置细分成成铣，冲压，打磨，抛光等不同部分。具有技术水平的又可以根据他们的学历程度分为小学，初中和高中。设计者认为每一个位置需要具备相应的技能，如记忆，决策和人员的控制能力或一些理论及实践的知识。要想获得一个特定的职位必须具备这个职位所需的技能，能力和知识。不言而喻一些更加复杂的公司结构下的薪资分类标准那就更

47、加的复杂化合多样化。 这种被广泛使用的工资制度和等级制度看起来似乎是合理的，但是无论如何完善，以功能为重点的薪酬制度有一个本质上的缺陷，因为它是与生俱来的功能=传统组织集中组织。这种类型分为几个部分雇员们的通常只在整个组织部门内推广他的成果，当他从一名实习生升到一个高级财务经理，他已经把注意力集中在了高级管理部门以及他的直接领导。这说明他已经不喜欢把他的宝贵时间和精力放在其他部门，或者是外面的客户。这就是说，这样是组织结构不能转变成一个以客户为中心的组织系统。因为它的员工的关心太担心自己的部门，而很少去关心下面客户的需求。这就是为什么在组织中的许多部门都忽视了市场的信号或压力，很多员工对待客户很冷淡。很多人认为高级管理人员或者老板并不像客户负责。雇员们一般会抱怨说，这件事不是他属于他的权利范围之内。