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论中小型制造业供应链核心岗位薪酬激励机制优化研究-以XH企业为例 cmc.cn

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论中小型制造业供应链核心岗位薪酬激励机制优化研究

-以XH企业为例

[摘要] 在全球经济格局深度调整、制造业转型升级迈向纵深的背景下，供应链已成为中小型制造企业核心竞争力的关键载体。珠三角地区作为我国制造业重镇，大量中小型制造企业受管理理念、成本压力等制约，在供应链核心岗位薪酬激励方面仍存在结构单一、激励缺失等问题，严重影响供应链效能与人才稳定性。本文以东莞XH精密连接器制造企业为研究对象，结合笔者25年制造业及8年供应链管理咨询经验，通过文献研究法、实地调研法、问卷调查法及访谈法，系统诊断其计划、采购、仓库三大核心岗位薪酬激励现状。研究发现，XH企业薪酬体系以固定工资为主，存在结构固化、内部公平性不足、市场竞争力薄弱、缺乏协同激励等核心问题，导致员工积极性低迷、人才流失率偏高。基于公平理论、期望理论等经典理论，结合中小型制造业薪酬激励特殊性，本文设计“基础薪酬+绩效薪酬+协同奖励”三元薪酬结构，配套差异化绩效指标体系与动态调整机制，并从制度、组织、文化三维构建落地保障体系。本研究旨在解决XH企业实际管理困境，为同类中小型制造业供应链核心岗位薪酬激励优化提供可操作的实践参考，助力企业提升供应链管理效能与市场竞争力。

[关键词]：中小型制造业；供应链核心岗位；薪酬激励；绩效考核

[Abstract] Against the background of in-depth adjustment of the global economic structure and the in-depth transformation and upgrading of the manufacturing industry, the supply chain has become a key carrier of the core competitiveness of small and medium-sized manufacturing enterprises. As a major manufacturing hub in China, the Pearl River Delta region has a large number of small and medium-sized manufacturing enterprises that, due to constraints such as management concepts and cost pressures, still have problems such as a single structure and lack of incentives in the salary incentives for core supply chain positions, which seriously affect supply chain efficiency and talent stability. Taking Dongguan XH Precision Connector Manufacturing Enterprise as the research object, combined with the author's 25 years of manufacturing experience and 8 years of supply chain management consulting experience, this paper systematically diagnoses the salary incentive status of its three core positions: planning, procurement, and warehousing, using literature research, field investigation, questionnaire survey, and interview methods. The research finds that XH Enterprise's salary system is mainly based on fixed wages, with core problems such as rigid structure, insufficient internal fairness, weak market competitiveness, and lack of collaborative incentives, leading to low employee enthusiasm and high talent turnover rate. Based on classic theories such as Equity Theory and Expectancy Theory, and combined with the particularities of salary

incentives in small and medium-sized manufacturing enterprises, this paper designs a ternary salary structure of "basic salary + performance salary + collaborative reward", supporting a differentiated KPI system and dynamic adjustment mechanism, and constructs an implementation guarantee system from three dimensions: system, organization, and culture. This research aims to solve the actual management dilemmas of XH Enterprise, provide operable practical references for the optimization of salary incentives for core supply chain positions in similar small and medium-sized manufacturing enterprises, and help enterprises improve supply chain management efficiency and market competitiveness.

[Keywords] Small and medium-sized manufacturing enterprises; Core supply chain positions; Salary incentive

erformance appraisal

一、引言

三、XH企业供应链核心岗位薪酬激励现状诊断

四、XH企业供应链核心岗位薪酬激励优化方案设计

（二）“基础薪酬+绩效薪酬+协同奖励”三元薪酬结构构建

（一）制度保障：完善绩效考核与薪酬管理制度

（二）组织保障：成立专项推进小组，明确部门职责

1. 成立专项推进小组

2. 明确部门职责分工

3. 提升管理支撑能力

（三）文化保障：强化绩效导向与价值匹配理念

参考文献

本文是CMC协会/国际咨询协会主导的CMC国际注册管理咨询师(咨询项目)与CMC国际注册管理师(战略/营销/人力资源/运营)与CMC总师/首席认证课题：论中小型制造业供应链核心岗位薪酬激励机制优化研究-以XH企业为例。CMC大数据本文分类：大类“企业管理案例/咨询项目全案/CMC论文”、小类“人力资源团队管理”。

CMC协会/国际咨询协会(简称CMC, 总部英国伦敦)在全球独立主导管理的两类认证即CMC国际注册管理师(4个专业领域)与CMC国际注册管理咨询师，以及ICC国际注册顾问资格认证。CMC证书和ICC证书在全球成员中互认通用，被誉为经管类国际公认的十大含金量证书。是指达到CMC-4E2C国际标准即高等教育(Education)、经验案例(Experience)、专业考试(Examination)、职业道德(Ethics)、企业管理胜任力+管理咨询胜任力的双重能力(management Competency + consultant Competency)并获得认证的管理精英，CMC®是世界范围的顶级荣誉。
global CMC（国际CMC®）注册商标的全球唯一合法持有方是CMC协会/国际咨询协会。

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中小型制造业, 薪酬激励, 绩效考核

论中小型制造业供应链核心岗位薪酬激励机制优化研究-以XH企业为例 cmc.cn

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