岗位资质绩效工资制模式设计的理论与实践

我院在为KJ公司设计改制工资方案中,受申报企业资质需要具备相应人力资源资质的启发,首创了岗位资质绩效工资制模式。"岗位资质绩效工资制",其核心突出了薪酬设计"按岗位定酬、按资质定酬、按绩效付酬"的三条主线。"岗位资质绩效工资制"方案框架构成的主要内容为:(1)通过岗位评价形成的"岗位等级表";(2)"岗位资质绩效工资标准表";(3)岗位资质绩效工资标准纳入办法;(4)岗位工资计发,包括岗位资质工资和岗位绩效工资的计发办法。由于把个人资质作为工资决定的一个重要因素,因此相比单纯实施岗位工资制,能够在工资利益的驱动下,有力地促进资质分级企业资质提升战略的实现。

The Theory and Practice of the Design of Post Qualification Merit Pay Pattern

Inspired by the matched requirements for qualification both for enterprise and its human re sources, our institute pioneered ＂Post Qualification Merit Pay Pattern＂ when designing reformed salary scheme for K. J. Corporation. The core of this pattern highlights the following three main lines： salary is determined by post, qualification and performance. The framework and main contents of this pattern in- cludes： （1） ＂Table of Post Rank＂ formed on the basis of job evaluation; （2） ＂Table of Post Qualification Performance Salary Standard＂ ; （3） Solutions to Post Qualification Performance Salary Standard ; （4） Calcu- lation and Payment of Post Salary, including the way to calculate and pay post salary. By regarding personal qualification as an important factor in wage determination and being driven by benefits of salary, compared with the simple implementation of post wage system, ＂Post Qualification Merit Pay Pattern＂ can effectively promote the implementation of strategy of quality improvement of ranked enterprises.