【正文】 究竟是什么導(dǎo)致了這一狀況的發(fā)生呢？本章中我們將對(duì)帝斯曼南京東方化工有限公司新的薪酬制度作出介紹，并以諾基亞中國公司成功的薪酬制度為例作出比較，闡述出合資公司薪酬制度應(yīng)該注意的問題。 薪酬的公平性會(huì)對(duì)員工產(chǎn)生以下影響：當(dāng)員工對(duì)薪酬系統(tǒng)感覺公平時(shí)，會(huì)受到良好的激勵(lì)并保持旺盛的斗志和工作積極性。 績(jī)效薪酬制度的特點(diǎn)：一是減少固定薪酬比例，擴(kuò)大變動(dòng)薪酬比例，以員工個(gè)人或團(tuán)隊(duì)的績(jī)效取代工作量測(cè)定作為計(jì)酬的基礎(chǔ)；二是讓員工參與利潤(rùn)分享，采用了以業(yè)績(jī)?yōu)榛A(chǔ)的收益分享薪酬體系。 （ 2）適應(yīng)社會(huì)主義市場(chǎng)經(jīng)濟(jì)和現(xiàn)代企業(yè)制度條件下，個(gè)人收入分配受市場(chǎng)機(jī)制調(diào)節(jié)作用，必須形式多樣、靈活變化等特點(diǎn)的要求，能更有效地調(diào)動(dòng)員工積極性、主動(dòng)性、創(chuàng)造性，提高工作士氣，降低 成本，促進(jìn)勞動(dòng)效率和經(jīng)濟(jì)效益提高。組合薪酬制的特點(diǎn)：一是較為靈活，能按實(shí)際需要設(shè)置不同板塊，合理安排不同職工的薪酬關(guān)系，較全面地發(fā)揮薪酬的各種職能；二是適用范圍較廣，不同部門、行業(yè)、用人單位均時(shí)采用，但側(cè)重點(diǎn)應(yīng)有所不同。 基本薪酬制度研究的主要內(nèi)容 基本薪酬制度研究的主要內(nèi)容，包括基本薪酬制度具體形式的選擇、組織內(nèi)部薪酬結(jié)構(gòu)、薪酬水平和標(biāo)準(zhǔn)的確定，基本薪酬構(gòu)成部分比例的安排，基本薪 酬制度的運(yùn)行和日常管理等內(nèi)容。 外在薪酬是指員工因受雇傭而獲得的各種形式的收入。為了適應(yīng)這種狀況，企業(yè)一方面要重新設(shè)計(jì)戰(zhàn)略、再造流程、重建組織結(jié)構(gòu)；另一方面，還需要變革文化、建設(shè)團(tuán)隊(duì)、更好的滿足客戶的需求，總之是使企業(yè)變得更加靈活，對(duì)市場(chǎng)和客戶的反應(yīng)更為迅速。正如美國著名比較經(jīng)濟(jì)學(xué)家埃岡紐伯格所指出的： “不管采用什么樣的激勵(lì)結(jié)構(gòu)，這種結(jié)構(gòu)要有效，就必須同所要影響的當(dāng)事人的目標(biāo)函數(shù)相一致。在市場(chǎng)經(jīng)濟(jì)條件廠，薪酬收入是絕大部分勞動(dòng)者的主要收人來源，它對(duì)于勞動(dòng)者及其家庭的保障作用是其他任何保障手段無法替代的。根據(jù)福利經(jīng)濟(jì)學(xué)家的觀點(diǎn)，一切促進(jìn)經(jīng)濟(jì)發(fā)展、提高人民生活水平的經(jīng)濟(jì)行為都是福利的增加。 總體上講，工資可作如下分類： 基本工資。 3 （ 2）可變薪酬。一般認(rèn)為，薪酬是勞動(dòng)或勞務(wù)的價(jià)格表現(xiàn)。 關(guān)鍵詞：薪酬制度，競(jìng)爭(zhēng)力，精英員工 ，帝斯曼南京東方化工有限公司 II III Abstract Nowadays in China, the market economy is growing more and more mature, and the petition among the corporations is growing more and more intense. In this intense petition, human resource is one of the most important aspects. The advantage of human resource can bring corporation the advantage of other aspects, such as technique, management, etc. And the corporation which has the advantage of human resource could win this petition at last. So each corporation tries its best to obtain the advantage of human resource. In the theories of human resource, the salary system affects the employees the most. Because when an employee makes a decision of staying in the corporation which he/she now works in or leaving the corporation, salary is the most important aspect he/she cares about. With the development of the economy in China, more and more overseas corporations e to China to build the plants because of the giant market and the low cost of the labor force in China. The human resource is also the guarantee for the success of the corporation in China. So the joint venture also needs to take care of the salary system in order to make a fine one which could help the corporation to succeed. In this paper, I will discuss a joint venture named DNCC which has a problem of greatly losing its employees. I will analyze the salary system of DNCC, find out where its problems of the salary system are and give the solution of the problems. At last, I will point out the items which should be cared about in the salary system?s design of the joint venture. There are four chapters in this article, and I will analyze the problems in the DNCC?s salary system mainly in two aspects. In the first chapter, the mon theories in the design of the salary system will be introduced, which include the correlative theories of the salary and the salary system, the principles which should be obeyed in the design of the salary system. I will analyze the problems in the salary system of DNCC from the second chapter. In the second chapter, at first I will introduce the salary system of DNCC after jointing, and then analyze the problems occur in the salary system. After introducing the basic procedure of the salary system?s design, I will point out the sectors in which the problems in the design procedure of the DNCC?s salary system occur. In the third chapter, the petence in the trade of the salary system will be introduced, and then the importance of the petence in the trade will be emphasized. After analyzing, I will point out that the lack of petence of the DNCC?s salary is the important reason which makes the employees go away. At last, I will introduce some methods which could improve the petence of the salary system in the design. In the fourth chapter, I will clarify the difference between the elite employee and the mon IV employee and how important the elite employee is to the corporation. Then a conclusion that the ignorance to the elite employee of DNCC makes the elite employee go away will be drawn. At last I will point out the items which should be cared about in the design of the salary system.