臺灣博碩士論文加值系統

由於政經情勢劇變,以及科技通訊發達,改變了企業競爭力的遊戲
規則,也促使組織變革應運而生,不但改變了傳統金字塔型的組織
架構,同時也改造了傳統層級式的作業流程.組織結構的扁平化勢
在必行,影響所及,薪資結構亦然,扁平寬幅薪資結構(Broadbaning)
蔚為風潮,愈來愈多企業將薪資結構層級簡化,並將同一層級的薪
資全距範圍加大,使薪資制度更能提供個人能力與績效的獎勵.這
是一種層級式薪資職等的壓縮,此一制度的創新意義與彈性特色,
在組織面臨快速變革,可針對組織的需求,發展員工新的技術與能
力,達成組織變革的目標,實不失為有效的策略性薪酬工具.

Broadbanding pay structure has been defined as the compression
of a hierarchy of pay grades or ranges into a small number, typically
5 to 10 wides bands. Some see it as representing a new pay philosophy,
with benefits including more flexibility, reduced resistance to
organizational change, less emphasis on hierarchy and reduced
organizational costs. A study shows how 9 foriegn companies in Taiwan
successfully used braodbanding to achieve strategic goals. An important
strategic goal for these organizations was to making away from the HR
department and toward line managers.