CAJ | 학술논문

基于薪酬是作为激励企业不同类型人力资本价值实现的重要经济杠杆，对不同类型人力资本采取不同的薪酬策略显得尤为重要。鉴于我国民营企业①人力资本薪酬水平相比其他性质企业仍很低，企业人才的激励、留用与争夺都处于劣势。本文从薪酬结构、薪酬水平以及薪酬组合三方面制定民营企业不同类型人力资本薪酬策略设计原则及其具体运用方法，旨在增强民营企业薪酬的外部竞争性、内部一致性以及绩效激励作用，从而提升民营企业人力资本薪酬竞争力。
기우신수시작위격려기업불동류형인력자본개치실현적중요경제강간，대불동류형인력자본채취불동적신수책략현득우위중요。감우아국민영기업①인력자본신수수평상비기타성질기업잉흔저，기업인재적격려、류용여쟁탈도처우열세。본문종신수결구、신수수평이급신수조합삼방면제정민영기업불동류형인력자본신수책략설계원칙급기구체운용방법，지재증강민영기업신수적외부경쟁성、내부일치성이급적효격려작용，종이제승민영기업인력자본신수경쟁력。
It is important for different types of human capital to adopt different compensation strategies, based on the compensation as an important economic lever to encourge different types of human capital realize their values. In view of the compensation level of human capital in private enterprises is lower than the compensation level of human capital in other property enterprises, on the other hand, the incentives, retention, and competition for talents are at a disadvantage in private enterprises. Therefore, in order to enhance the com?pensation external competitiveness, compensation internal consistency and performance incentive of human capital, the design principles of compensation strategies and the concrete methods of its application for different types of human capital are made based on compensation structure, compensation level and compensation package, so as to promote the compensation competitiveness of human capital in private enterprises.