1、本科毕业论文（设计）外文原文外文出处BENEFITSVOL46,NO9SEPTEMBER2009外文作者FRANKLGIANCOLA原文AFRAMEWORKFORUNDERSTANDINGNEWCONCEPTSINCOMPENSATIONMANAGEMENSEPTEMBER2009VOL46,NO9THEAUTHORLOOKSATTHEHISTORYOFSKILLBASEDPAY,BROADBANDINGANDTOTALREWARDSTHREEMAJORCONCEPTSINCOMPENSATIONMANAGEMENTTHATHAVEDEVELOPEDOVERTHELASTQUARTERCENT
2、URYTHEREASONSTHEYHAVEFAILEDTOCATCHONASWELLASEXPERTSEXPECTEDPROVIDEINSIGHTINTOHOWPROFESSIONALSDEALWITHNEWIDEASINTHEPROFESSIONOVERTHEPAST25YEARS,SEVERALMAJORNEWCONCEPTSINCOMPENSATIONMANAGEMENTHAVEREFLECTEDOVERLYAMBITIOUSGOALSEXPERTSHAVEDISAGREEDABOUTTHEIRBASICPREMISES,ANDTHEBUSINESSWORLDHASHADTROUBLEA
3、CCEPTINGTHEMEXAMININGTHEHISTORYOFTHREESUCHCONCEPTSSKILLBASEDPAY,BROADBANDINGANDTOTALREWARDSISWORTHWHILE,FORITREVEALSTHECHALLENGESTHEYPRESENTANDHELPSDEFINEAPATTERNFORHOWPROFESSIONALSDEALWITHTHESEANDOTHERNEWIDEASINTHEPROFESSIONSKILLBASEDPAYTHESKILLBASEDAPPROACHFORDETERMININGBASEPAYISBASEDONANEMPLOYEES
4、SKILLS,RATHERTHANHISORHERCURRENTJOBLEADINGTHINKERSINCOMPENSATIONMANAGEMENTHAVESUPPORTEDTHISAPPROACHSINCETHE1980SACCORDINGTOCOMPENSATIONEXPERTSPATRICIAZINGHEIMANDJAYSCHUSTER,ITISTHE“NEXTGREATTHINGINPAYANDBENEFITS”INANINTERVIEW,EDWARDLAWLERCALLEDIT“THECOMPENSATIONSYSTEMOFTHEFUTURE”THISAPPROACHSHIFTSTH
5、EFOCALPOINTFROMTHEJOBTOTHEPERSON,WITHTHEGOALSOFPROVIDINGEMPLOYEESWITHGREATERINCENTIVESTOIMPROVESKILLSANDCOMPETENCIESANDGIVINGMANAGEMENTAMOREVERSATILEWORKFORCEGENERALLY,EMPLOYEESAREPAIDTOACQUIREHIGHERSKILLSINTHEIROWNFIELDORLATERALONESINRELATEDFIELDSFROMASYSTEMSSTANDPOINT,JOBDESCRIPTIONS,JOBEVALUATION
6、PLANSANDJOBBASEDSALARYSURVEYSAREREPLACEDBYSKILLPROFILES,SKILLEVALUATIONPLANSANDSKILLBASEDSALARYSURVEYSTHEDISAPPEARANCEOFTHETRADITIONALJOBPROVIDESTHEPRIMARYRATIONALEFORTHISCHANGETODAY,EMPLOYEESARESAIDTOHAVEVARIABLEANDUNSTABLEWORKASSIGNMENTS,WITHROLESTHATCANNOTBEASSIGNEDAVALIDPAYRATEINTRADITIONALJOBEV
7、ALUATIONPLANS1CONTENTIOUSTENETSTHEMAINTENETSOFSKILLBASEDPAYSBPCONFLICTWITHMAINSTREAMBUSINESSTHINKINGTHEFIRSTTENETISTHATPAYSHOULDBEBASEDONLYONSKILLS,TAKINGTHEVALUEOFANEMPLOYEESWORKTOANORGANIZATIONOUTOFTHEPAYEQUATIONINEFFECT,SBPADVOCATESAREASKINGCOMPENSATIONPROFESSIONALSTOSETTHESAMEPAYRATEFOREMPLOYEES
8、,BASEDONTHEIRSKILLS,EVENTHOUGHTHEYMIGHTHAVESUBSTANTIALLYDIFFERENTDUTIESANDRESPONSIBILITIESANDMAKESUBSTANTIALLYDIFFERENTCONTRIBUTIONSTOAFIRMSSUCCESSTHEOMISSIONOFSOMETHINGOFFUNDAMENTALVALUETOTHEFIRMMAKESTHECONCEPTAHARDSELLWITHMANAGERSANDEMPLOYEESINRECENTYEARS,COMPENSATIONEXPERTSHAVEAFFIRMEDTHEVALUEOFW
9、ORKASANESSENTIALPARTOFTHEPAYEQUATIONTHESECONDTENETISTHENOTIONTHATPAYSHOULDBEBASEDONHOWMANYSKILLSEMPLOYEESHAVEORHOWMANYJOBSTHEYPOTENTIALLYCANDO,NOTONTHEJOBTHEYCURRENTLYHOLDHEREAGAIN,SBPADVOCATESMAKEWHATMANYFIRMSCONSIDERANUNREASONABLEREQUESTTHEYINTRODUCEACONTROVERSIALPAYFORPOTENTIALCONCEPTTHATDIRECTLY
10、CONTRADICTSTHEPAYFORPERFORMANCECONCEPTCOMPENSATIONPROFESSIONALSHAVEDILIGENTLYSTRIVEDTOESTABLISHINRECENTYEARS,EMPHASISHASBEENONWHATEMPLOYEESACTUALLYACCOMPLISHONTHEJOB,RATHERTHANONSTATICCONCEPTSRELATINGTOWHOTHEYARE,SUCHASTHEIRMANAGEMENTPOTENTIALORLENGTHOFSERVICEALSO,BYASKINGFIRMSTOPAYEMPLOYEESFORAJOBT
11、HATTHEYMIGHTPERFORMINTHEFUTURE,SBPISAPRACTICEFEWFIRMSCOULDAFFORDWITHTHESECOREBELIEFS,SBPHASEXPERIENCEDANUPHILLBATTLEFORACCEPTANCEASTHEPRIMARYMEANSTODETERMINEBASEPAYQUESTIONABLEASSUMPTIONTHESBPCONCEPTRESTSONAQUESTIONABLEASSUMPTIONTHATAJOBDOESNOTREFLECTTHESKILLSOFTHEPERSONREQUIREDTODOITTHATMAKESJOBEVA
12、LUATIONPLANSANNAPPROPRIATEMETHODFORVALUATINGSKILLSANDSETTINGPAYRATESACCORDINGTOSBPADVOCATES,SKILLSMUSTBEVALUEDBYUSINGMARKETBASEDSKILLSURVEYSTHEYOVERLOOKTHEFACTTHATMOSTPOINTFACTORJOBEVALUATIONPLANSAWARDTHEBULKOFTHEIRPOINTSFORTHEPOSSESSIONANDAPPLICATIONOFKNOWLEDGE,SKILLSANDABILITIESONTHISPOINT,LAWLERH
13、ASSTATED,“INMANYCASES,THISSKILLBASEDPAYWILLNOTPRODUCEDRAMATICALLYDIFFERENTPAYRATESTHANAREPRODUCEDBYPAYINGFORTHENATUREOFTHEJOBAFTERALL,THESKILLSTHATPEOPLEHAVEUSUALLYMATCHREASONABLYELLTHEJOBSTHATTHEYAREDOING”ALSOOVERLOOKEDISTHEFACTTHATMANYCCUPATIONSEG,ACCOUNTANT,ELECTRICIANANDACTUARYDOREFLECTTHESKILLS
14、REQUIREDTOPERFORMTHEMWHENSALARYSURVEYSARECONDUCTEDANDEMPLOYEESAREPAIDBASEDONOCCUPATIONTITLESANDJOBSUMMARIES,SKILLREQUIREMENTSAREBEINGVALUEDAMBIGUOUSDEFINITIONFEW“NEW”IDEASINCOMPENSATIONMANAGEMENTREPRESENTACOMPLETEBREAKFROMTHEPRIORIDEASALTHOUGHSBPWASBILLEDASANEWIDEAINCOMPENSATIONWHENINTRODUCED,ITINCL
15、UDEDOLDCOMPENSATIONPRACTICES,SUCHASCAREERLADDERSANDGENERALISTCLASSIFICATIONSTHERESULTISTHATTODAY,WHENCOMPANIESARESURVEYEDTOSEEIFTHEYUSESBPPRACTICES,2THOSETHATUSEOLDSBPPRACTICESARECOUNTEDAMONGTHEFIRMSTHATHAVESIGNEDONTOTHECONCEPTTHISGIVESAFALSEPICTUREABOUTTHEADOPTIONOFTHIS“NEW”WAYOFPAYINGEMPLOYEESANDC
16、ONTRIBUTESTOVARYINGDESCRIPTIONSOFTHECONCEPTSLEVELOFACCEPTANCEEXECUTIONISSUESSBPPRESENTSFORMIDABLEPROBLEMSFORPRACTITIONERSWHOHAVEANINTERESTINAPPLYINGTHECONCEPTTOINSTALLASKILLBASEDPLAN,PRACTITIONERSNEEDMANAGEMENTINFORMATIONSYSTEMSFORIDENTIFYING,VALUING,CERTIFYINGANDTRACKINGEMPLOYEESKILLSNEITHERTHESESY
17、STEMSNORMARKETSURVEYSTHATVALUESKILLSHAVEBEENDEVELOPEDTOMANAGEPLANSEFFICIENTLYFORLARGEGROUPSOFEMPLOYEESONERESULTISTHATPRACTITIONERSAREABLETOAPPLYTHECONCEPTONLYFORSMALLGROUPSOFEMPLOYEES,MOSTLYHOURLYANDNONEXEMPTSALARIEDEMPLOYEESWHOSEJOBSAREUNCOMPLICATED,RATHERTHANPROFESSIONALANDMANAGERIALEMPLOYEESANOTH
18、ERRESULTISTHATCOMPENSATIONPROFESSIONALSMAYATTEMPTTOIMPLEMENTSBPWITHOUTTHETOOLSTODOTHEJOBCORRECTLYCONCEPTSCALEDBACKTHESKILLBASEDCONCEPTISLESSFARREACHINGTHANORIGINALLYPROPOSEDINTHE1980S,ITWASSEENASAREPLACEMENTFORJOBEVALUATIONPLANS,AFFECTINGBASEPAYFORMOSTEMPLOYEESTODAY,ADVOCATESADMITTHATNOSINGLEPAYSYST
19、EMPROVIDESTHEBESTANSWERFORALLEMPLOYEESANDTHATAONETIMEBONUSPAYMENTFORSKILLACQUISITIONISAVALIDAPPLICATIONOFTHECONCEPTONEEXPERTBELIEVESTHATITISPARTICULARLYWELLSUITEDFORAPPLICATIONSWITHBLUECOLLAREMPLOYEESINCAPITALINTENSIVEMANUFACTURINGINDUSTRIES,WHICHTENDTOHAVEHIGHLYCUSTOMIZEDPLANSCOMPETENCYBASEDPAYINTH
20、E1990S,COMPETENCYBASEDPAYWASINTRODUCEDASATYPEOFSBPPLANFORPROFESSIONALANDMANAGERIALEMPLOYEESITCALLSFORBASEPAYTOBEDETERMINEDBASEDONCOMPETENCIESINSTEADOFDUTIESANDRESPONSIBILITIESSHORTLYAFTERTHECONCEPTWASINTRODUCED,CONTROVERSYAROSEASTOWHATCONSTITUTESALEGITIMATECOMPETENCYTODAY,THEREAREMANYALTERNATIVESTOC
21、HOOSEFROMCORE,ORGANIZATIONAL,BEHAVIORALANDTECHNICALCOMPETENCIESONECOMPENSATIONEXPERTHASASKEDFORAGOVERNINGBODY,SIMILARTOTHOSEINTHEACCOUNTINGPROFESSION,TOHELPSORTOUTWHATHETERMCOMPETENCYACTUALLYMEANSINTHEWORLDOFEMPLOYEECOMPENSATIONASPROFESSIONALSHAVESTRUGGLEDWITHTHETERMSMEANING,PAYFORCOMPETENCIESHASEXP
22、ERIENCEDGREATERUSEINPERFORMANCEMANAGEMENT41OFSURVEYEDFIRMSTHANINBASEPAYDETERMINATION14OFFIRMS,ADEVELOPMENTSBPADVOCATESDIDNOTPREDICTCHANGESINTHEECONOMYANDTHENATUREOFWORKSUCHASTHERISEOFTHECONTINGENTWORKFORCEANDTHEDISAPPEARANCEOFTRADITIONALJOBS,WHICHWEREPREDICTEDTORESULTINANEEDFORSBPHAVENOTMATERIALIZED
23、THATANDTHELACKOFADMINISTRATIVESUPPORTSYSTEMSPROBABLYHAVECONTRIBUTEDTOTHECONCEPTSSLOWGROWTHTODAY,SBPISASSOCIATEDWITHBLUECOLLARWORKERSINMANUFACTURINGINDUSTRIES,WHICHAREINDECLINEINTHEUNITEDSTATES,WHILECOMPETENCYBASEDPAYHASHADAGREATERIMPACTONPERFORMANCEMANAGEMENTTHANONBASEPAYDESPITETHESEISSUESAND3SETBAC
24、KS,PROMINENTCOMPENSATIONEXPERTSCONTINUETOSUPPORTTHECONCEPTBROADBANDINGONEOFTHEMOSTVISIBLECONCEPTSINCOMPENSATIONMANAGEMENTINTHE1990SWASBROADBANDING,WHICHCOLLAPSESMANYSALARYGRADESANDRANGESINTOFEWERBANDSWITHBROADERSALARYSPANSITSPOPULARITYWASATTRIBUTEDINPARTTOTHE1990STRENDTODOWNSIZEORGANIZATIONSBYREDUCI
25、NGTHENUMBEROFHIERARCHICALLEVELSWHENBROADBANDINGWASINTRODUCED,SOMETHOUGHTLEADERSSAWITASANEWPAYPROGRAMFORMANAGINGSALARIESANDSUPPORTINGORGANIZATIONALINITIATIVES,SUCHASELIMINATINGBUREAUCRACYANDREDUCINGCOSTSOTHERSSAWITASA“HIGHERORDEROFCHANGE”ANDANEWWAYOFMANAGINGHUMANRESOURCESTHATWOULDBEACATALYSTFORORGANI
26、ZATIONALCHANGEANDREPRESENTMUCHMORETHANANEWWAYTOREDUCEBUREAUCRACYANDCOSTSTHECONCEPTWASLOOSELYDEFINED,ANDCOMPANIESWERESAIDTOHAVEWELCOMEDTHEOPPORTUNITYTOADAPTITTOTHEIRUNIQUENEEDSANDSOMEWEREGIVENCREDITFORADOPTINGIT,EVENTHOUGHONECITEDPLANHAD13BANDS,WITHMULTIPLESALARYRANGESWITHINTHEM,MAKINGITRESEMBLEATRAD
27、ITIONALSALARYADMINISTRATIONPLANFLEXIBILITYONECONSTANTINTHEDIALOGUEONBROADBANDINGISTHATITPROVIDESTHEFLEXIBILITYTOACCOMMODATECHANGEANDTODEFINEJOBRESPONSIBILITIESMOREBROADLYPROPONENTSHAVEDISMISSEDTRADITIONALSALARYADMINISTRATIONSYSTEMSASBEINGTOOSTRUCTURED,WITHTOOMANYRULESEXECUTIONISSUESEARLYEXPERIENCEWI
28、THBROADBANDINGWASNOTCOMPLETELYPOSITIVEALTHOUGHTHESESYSTEMSWERESUPPOSEDTOREDUCECOSTS,MANAGERSHADTOOMUCHDISCRETIONTOINCREASESALARIESWITHINTHEBANDSAFTERSEVERALYEARS,SALARIESHADPROGRESSEDTOLEVELSTHATCOULDNOTBEJUSTIFIED“SECONDGENERATION”BANDEDSYSTEMSGAVELESSFREEDOMFORMANAGERSTODETERMINESALARIESTHESESYSTE
29、MSINCLUDEMOREBANDSANDSPECIFICALLYDEFINESALARYRANGESWITHINTHEBANDS,MAKINGTHEMRESEMBLETHETRADITIONALSYSTEMSTHEYWERESUPPOSEDTOREPLACETWOCOMPENSATIONTEXTBOOKSHAVERESERVEDFINALJUDGMENTONTHEVALUEOFBROADBANDINGONESEESITASAPOTENTIALREPRISEOFTHETYPEOFSALARYADMINISTRATION“FLEXIBILITY”THATGAVERISETOTHETRADITIO
30、NALPLANSTHESEPLANSWEREDEVELOPEDTOREDUCEFAVORITISMANDINCONSISTENCIESTHATRESULTEDFROMALACKOFSTRUCTUREANDCONTROLSTHATEXISTINBROADBANDINGPREVALENCEFORTHESEREASONSANDBECAUSEOFARENEWEDINTERESTINCOSTCONTAINMENT,BROADBANDINGMAYNOTHAVELIVEDUPTOITSBILLINGASTHEFUTUREOFCOMPENSATIONMANAGEMENTIN2003,ASURVEYOF1,22
31、6COMPENSATIONPROFESSIONALSFOUNDTHAT9USEDBROADBANDINGANDONLY2OFLINEMANAGERSMADETHEDECISIONTOASSIGNGRADESTOJOBS,ONEOFTHEHALLMARKSOFBROADBANDINGIN2008,ACOMPENSATIONSURVEYBYMERCERHUMANRESOURCECONSULTINGFOUNDTHAT21OFFIRMSUSETHECONCEPT,DOWNFROM26IN2002BROADBANDINGUSUALLYAPPEALSTOFASTMOVINGORGANIZATIONSTHA
32、TEXPERIENCECONTINUALCHANGE,ANDTHEREISATENDENCYFORCOMPANIESTODEVELOPUNIQUEPLANS4TOTALREWARDSINTHEPASTDECADE,PROFESSIONALASSOCIATIONS,MAJORHUMANRESOURCECONSULTINGFIRMSANDCOMPENSATIONEXPERTSHAVEADVOCATEDTHETOTALREWARDSAPPROACHTOTHEDEVELOPMENTOFAFIRMSREWARDSSTRATEGYSOMEBILLEDITASMORETHANAPASSINGPHASEAND
33、POSSIBLYTHEGREATESTBREAKTHROUGHINCOMPENSATIONSINCEHEALTHCAREPLANSWERECOMBINEDWITHPAYPACKAGESTHEAPPROACHCALLSFORHRPROFESSIONALSTOCONSIDERALLASPECTSOFTHEWORKEXPERIENCEOFVALUETOPEOPLEWHENDEVELOPINGASTRATEGYTOATTRACT,RETAINANDMOTIVATEEMPLOYEESITEXTENDSTHEPRIORCONCEPTOFTOTALCOMPENSATION,WHICHENCOMPASSEDO
34、NLYPAYANDBENEFITPROGRAMS,ANDGIVESFORMTOANIDEADESCRIBEDINACOMPENSATIONTEXTBOOKWIDELYUSEDINTHE1970STHUS,THEIDEAISMORENOVELTHANRADICALINTHEEARLY2000S,AFTERTHEINTENSECOMPETITIONFORTALENTANDTHEECONOMYOFTHE1990SHADCOOLED,EMPLOYERSSOUGHTWAYSTOREDUCECOSTSANDNEEDEDASTRATEGYTHATPLACESMOREEMPHASISONLOWCOSTREWA
35、RDSANDLESSONCOSTLYPAYANDBENEFITPROGRAMS,SUCHASSTOCKOPTIONSTOTALREWARDSMEETSTHATNEEDWITHITSMESSAGETHATLEARNINGANDDEVELOPMENT,RECOGNITIONANDOTHERSOFTDOLLARPROGRAMSAREASIMPORTANTASPAYANDBENEFITSINSATISFYINGEMPLOYEESINADDITION,ITPROVIDESAFLEXIBLEANDBROADARRAYOFREWARDSTHATRESPONDSWELLTOGLOBALIZATION,MERG
36、ERSANDACQUISITIONS,ANDOTHERFORCESTHATINCREASEWORKFORCEDIVERSITYEXECUTIONISSUESTHELAUNCHOFTOTALREWARDSCONFIRMEDTHEAXIOMTHATNEWCOMPENSATIONPROGRAMSTYPICALLYARESIMPLEINCONCEPT,BUTCOMPLEXINEXECUTIONWHENHRPRACTITIONERSPUTTHECONCEPTINTOPRACTICE,THEYENCOUNTEREDMANYSTUMBLINGBLOCKSTHATLEDTWOCONSULTANTSTODESC
37、RIBEHUMANRESOURCEPROFESSIONALSINLATE2004AS“FEELINGCONFUSEDORSENSINGCHAOSREGARDINGTOTALREWARDS”APRIMARYCAUSEOFTHECONFUSIONWASEXPERTSWHOUSEDDIFFERENTNAMES,DEFINITIONSANDMODELSTODESCRIBEITCORRECTIVEACTIONSWERETAKENTOADDRESSTHESEISSUES,COURSESWEREDEVELOPEDONTOTALREWARDSMANAGEMENTANDTHEBASICCONCEPTWASSIM
38、PLIFIEDSTILL,COMPENSATIONPROFESSIONALSARELIKELYTOUSEOTHERTERMSTOREFERTOIT,WITHTHELABELSFOROUTDATEDREWARDSTRATEGIESCOMPENSATIONANDBENEFITSPACKAGEANDTOTALCOMPENSATIONBEINGUSEDABOUTASFREQUENTLYASTHENEWTERMTOOBROADLYDEFINEDAMAJORCONTRIBUTORTOTHECONFUSIONANDCHAOSSEEMSTOBETHEDEFINITIONOFTHETERMINITIALLY,P
39、RACTITIONERSWEREADVISEDTOCONSIDERASAREWARDALLTHATANEMPLOYEEVALUESINTHEEMPLOYMENTRELATIONSHIP,RATHERTHANINCLUDINGONLYTHOSETHATWOULDHAVEREALMEANINGTOEMPLOYEESANDREPRESENTACOHERENTANDMANAGEABLESTRATEGYIN2006,THECONCEPTWASSIMPLIFIEDTOREFLECTPRACTITIONERSEXPERIENCESINANINFLUENTIALTOTALREWARDSMODELUSEDBYT
40、HEASSOCIATIONOFCOMPENSATIONPROFESSIONALS,WORLDATWORKTWOCOMPLEXELEMENTSWORKDESIGNANDORGANIZATIONALFACTORS,SUCHASCHALLENGINGWORKAND5STRONGEXECUTIVELEADERSHIPWEREREMOVEDFROMTHEORGANIZATIONSORIGINAL2000LISTOFKEYREWARDSTHESEELEMENTSAREHARDTOIMPLEMENTANDAREIMPORTANTINPRODUCINGANENGAGEDWORKFORCEINADDITIONT
41、OHAVINGFEWERTOTALREWARDSELEMENTSTODEALWITH,FIRMSAREGIVENCREDITFORTOTALREWARDSBYTAKINGONEDIMENSIONALACTIONS,SUCHASBYOFFERINGATHANKYOUFROMTHEBOSS,RATHERTHANASUBSTANTIALRECOGNITIONPROGRAM,ORBYOFFERINGATELECOMMUTINGPROGRAM,RATHERTHANACULTURETHATEMBRACESWORK/LIFEBALANCETODAY,TOTALREWARDSISAMUCHLESSDEMAND
42、INGCONCEPTTHANTHEORIGINALDESCRIBEDBYWORLDATWORK,ANDEXPERTSDONOTALWAYSAGREEONTHELISTOFTOTALREWARDSMERCERHUMANRESOURCESUSESATOTALREWARDSMODELSIMILARTOTHE2006WORLDATWORKMODEL,BUTISINAMINORITYFIVEOTHERHRCONSULTANTSUSETHECOMPLEXMODELINTRODUCEDBYWORLDATWORKIN2000PREVALENCEASWITHOTHERNEWCONCEPTS,ITISDIFFIC
43、ULTTOQUANTIFYTHEADOPTIONOFTHETOTALREWARDSSTRATEGYSINCEMANYOFTHEITEMSTHATDEMONSTRATEUSEBEYONDTHESTANDARDGROUPOFPAYANDBENEFITPROGRAMSEXISTEDINMANYCOMPANIESBEFORETHECONCEPTWASFORMALLYINTRODUCEDFOREXAMPLE,BEFORETHECONCEPTBECAMEPOPULAR,CAREERDEVELOPMENTPROGRAMSWEREINPLACEINMANYCOMPANIESASPARTOFTHEOVERALL
44、HRSTRATEGYTHEREISAVERYMIXEDUSAGEPICTUREFORTHETOTALREWARDSSTRATEGYINTHEFIELD,BASEDONSURVEYSSUCHASTHESEBUCKCONSULTANTS2007SURVEYOF138ORGANIZATIONSREPRESENTINGADIVERSEINDUSTRYANDORGANIZATIONPROFILEFOUNDTHAT11HAVEATOTALREWARDSSTRATEGYWATSONWYATTS2005SURVEYOF265USORGANIZATIONSWITHATLEAST1,000EMPLOYEES,RE
45、PRESENTINGVARIOUSINDUSTRIESANDREGIONS,FOUNDTHAT70HAVEATOTALREWARDSSTRATEGYWHILEITISTOOSOONTOTELLWHATEFFECTTOTALREWARDSWILLULTIMATELYHAVEONCOMPENSATIONPRACTICES,ITALREADYHASACCOMPLISHEDTWOGOALSSHIFTINGATTENTIONTOSOFTDOLLARHRPROGRAMSANDMAKINGMOREPRACTITIONERSAWAREOFTHEVALUEOFTHEFULLSPECTRUMOFREWARDSCO
46、NCLUSIONSINSUM,NEWCONCEPTSINCOMPENSATIONMANAGEMENTHAVETHEFOLLOWINGGENERALPROFILEARENOVEL,BUTNOTRADICALLYNEWARESIMPLEINCONCEPT,BUTCOMPLEXINEXECUTIONDONOTALWAYSHAVEEXPERTAGREEMENTONMAINTENETSOVERLAPWITHPRIORCONCEPTS,CREATINGAMISLEADINGIMPRESSIONABOUTTHEIRADOPTIONRESULTINMAJOREXECUTIONISSUES,LARGELYBEC
47、AUSEOFCONCEPTUALCONFUSIONDONOTREACHEXPECTEDADOPTIONFIGURESHAVEAPLACEINTHEFIELD,BUTNOTADOMINANTROLEGIVENTHISPATTERN,COMPENSATIONPROFESSIONALSAREADVISEDTOEXAMINENEWCONCEPTSCLOSELYTOSEEIFTHEIDEASARETOOBROADLYDEFINED,REFLECTEXPERTAGREEMENT,REPRESENT6SIGNIFICANTCHANGEANDPROVIDEGUIDANCEONEXECUTIONANDBESTA
48、PPLICATIONSINADDITION,PRACTITIONERSSHOULDCLOSELYREVIEWUSAGESURVEYSOFNEWCONCEPTSTODETERMINEIFACONCEPTSBROADDEFINITIONANDHISTORICALROOTSHAVECAUSEDRELATEDPRIORPRACTICESTOBECOUNTEDASEVIDENCEOFTHENEWONESACCEPTANCETHEYALSOSHOULDSEEKINFORMATIONASTOWHYORGANIZATIONSHAVETURNEDDOWNORSTOPPEDUSINGANEWCONCEPTAND,
49、ATTHERISKOFAPPEARINGBEHINDTHETIMES,THEYWOULDBEWELLADVISEDTOWAITUNTILTHEKNOWLEDGEBASEONTHECONCEPTHASBEENFULLYDEVELOPEDBEFOREADOPTINGIT7译文用新概念来理解薪酬管理的框架作者看技能报酬,宽带薪酬及总回报的历史,三个主要的概念在薪酬管理上发展已经超过四分之一世纪。他们没能明白的原因是专家预计眼前提供专业人士在职业上如何处理新想法在过去的25年里,在薪酬管理上几个主要的新概念反映了求成的目标。专家们不同意他们的基本前提,商界接受他们有困难。研究3个概念的历史技能报酬,宽带薪酬及总回报背景是值得的,因为它揭示了他们呈现的挑战,帮助定义一个模式专业人士如何处理这些和职业中的其他新思想。技能型支付决定技能型基本工资是基于雇员的能力,而不是他或她目前的工作。从1980年开始,在薪酬管理上领先的思想家就支持这种方法。按照补偿专家PATRICIAZINGHEIM和JAYSCHUSTER说的,报酬和福利是下一个美好的事在一次采访中,EDWARDLAWLER称其为“未来的补偿系统。这种方法焦点转移到该做的事情,目标是提供员工更多的激励提高技能并给管理更和谐的劳动力。一般来说,员工得到薪水就需要在自己的领域或相关领域获得较高的技能。从系统的观点来看,
