浅谈人力资源-薪酬管理

薪酬管理在现代市场经济中已成为各国企业人力资源管理的重要环节,对企业的竞争能力有巨大影响.进入二十一世纪后,人才市场的进一步开放使得企业必须进行有效的薪酬管理来满足员工的物质、精神需求,促进企业发展.本文通过对薪酬管理基本理论的解析,分析了我国企业薪酬管理中存在的问题及原因,针对这些问题提出了相关对策.     

Public-sector pay in China: 1949–2001

Despite the quantitative and qualitative significance of the public sector in China, insufficient studies have been carried out to advance our knowledge of its pay policy and practice and any changes that may have taken place in the wake of the market economy. This paper provides an overview of the three major reforms in China's public-sector pay in the last five decades and assesses its likely impact on public-sector employees' income in relation to that of workers in enterprises. It focuses on the role of the state in the pay determination process, factors influencing the wage distribution, changes in pay structure and grading systems and causes for earning differentials. It reveals a very different approach to pay determination from those more familiarly seen in the UK and indeed Europe and the US. The exploration of the conflicts and tensions characteristic of the public-sector pay system in China will enhance our understanding of the pressures and dilemmas facing different governments.     

A REVIEW OF THE BRITISH ACADEMY REPORT,PUNCHING OUR WEIGHT: THE HUMANITIES AND SOCIAL SCIENCES IN PUBLIC POLICY MAKING1

The report argues that policy‐makers fail to make effective use of the high quality research of UK academics in the humanities and social sciences. Yet greater co‐operation between the government and academia could undermine the independence of the latter by increasing the role of the state in the funding and direction of university research.     

Randomization, revelation, and redistribution in a Lerner world

Summary. If total social income is fixed and a social planner is uninformed of the utility representations of different individuals, then Lerner showed that the social optimum is to equally distribute income across individuals. We show that the planner by the use of randomization can in some circumstances induce individuals to reveal information about the curvature of their utility functions and then use the information to move away from equality on average. However, whether this is optimal depends in part on unobservable beliefs of the planner. These may be viewed as an aspect of the planner's ethical judgements or as something entirely arbitrary. Received: January 11, 2000; revised version: June 26, 2001     

What Makes Humans Economically Distinctive? A Three-Species Evolutionary Comparison and Historical Analysis

The fundamental problem, of what makes humans economically distinctive, is addressed here by using a highly focused cross-species analysis to examine the evolution of property relations. Chimpanzees and bonobos are compared with mobile human foragers, and it is argued that our egalitarian political practices, in conjunction with variance-reduction practices we applied prehistorically to large-game meat consumption, led to a critical evolutionary transformation. The transition began with private property at the ancestral level, but ended with humans having not only private property, but communal property. This revised version was published online in July 2006 with corrections to the Cover Date.     

Consequential egalitarianism vs. accountability principle: an experimental investigation

We conducted a laboratory experiment to investigate how people’s fairness views and redistribution depend on different rooted risks, specifically whether the risk is exogenously assigned in a ‘pure-luck’ control assignment or endogenously chosen by subjects in an ‘option-luck’ treatment. This experiment examines two contradictory views about distributive justice, namely consequential egalitarianism and the accountability principle (AP). The results show widespread support for the view of AP when participants have the opportunity to alleviate the risks.     

公平理论与平均主义的比较分析

通过对公平理论与平均主义的概念、源起和主要内容的分析,提出公平理论与平均主义给我们带来的启示:在现代组织管理中,应合理运用公平理论以提高员工的积极性,促进一个组织工作绩效的提升,并适量、适度地运用平均主义,来保持整个组织的稳定。     

基于平等主义文化的瑞典养老服务体系的形成及其对中国的启示

瑞典作为斯堪的纳维亚福利体系的代表国家之一,其养老服务体系被打上了平等主义文化的烙印。瑞典平等主义文化的形成得益于土地改革、贸易联盟和积极的劳动力市场政策等一系列事件。受到平等主义文化的影响,瑞典养老服务体系的演进分为四个阶段:1918年以前,瑞典以家庭养老服务为主,政府只为贫困老年人提供养老服务;1918—1949年,以老年之家为代表的机构养老服务为主,覆盖全体老年人;1950—1989年,居家养老服务成为瑞典最主要的养老服务方式;1990年至今,“消费者选择”提升了瑞典居家养老服务的质量,政府成为养老服务的唯一责任主体。瑞典基于平等主义文化的养老服务体系的发展经验为我国带来以下启示:大力推进城乡养老服务设施与养老服务津贴的全覆盖;以服务质量为导向推动养老服务供给侧竞争;创造平等的就业环境,为养老服务提供人员保障;充分发挥第三方组织在养老服务中的作用。     

人力资源——薪酬管理

薪酬管理在现代市场经济中已成为各国企业人力资源管理的重要环节,对企业的竞争能力有巨大影响。我国加入WTO后,人才市场的开放使得企业必须进行有效的薪酬管理来满足员工的物质、精神需求,促进企业发展。本文通过对薪酬管理基本理论的解析,分析我国企业薪酬管理中存在的问题及原因,针对这些问题提出相关对策。     

Rewarding effort

According to liberal egalitarian ethics, individuals should be rewarded for factors under their control (the principle of responsibility), but not for factors outside their control (the principle of equalization). The paper analyses the effects of two requirements on how to reward effort within a liberal egalitarian framework: the requirement of equal reward and the requirement of solidarity. We show that it is impossible to establish a framework that satisfies the principle of equalization in all respects, and that a generalized version of the egalitarian equivalent mechanism is a very plausible liberal egalitarian approach. We should like to thank Aanund Hylland, Dirk Van de Gaer and two anonymous referees for extremely valuable comments.