外高桥的成功,可以从战略、营销和业务流程等多个角度去理解,但在众多因素中,人力资源管理是不可或缺的一个,尤其是其中的绩效与薪酬管理发挥了重要的支点作用。正是这一支点撬动了整个体系中的各个板块高效地战略协同发展,下面本文试图对其人力资源管理行为进行总结和分析。在外高桥的人力资源建设中,我觉得有四个方面很值得众多遭遇激烈市场竞争的“非垄断”国企学习。一是合理的薪酬战略。在人力资源战略中,薪酬战略是主体,也是人力资源战略落地的关键。为了和企业市场领先的战略匹配,外高桥实施了领先的薪酬战略,其薪酬水平一直高于同行业平均水平,这为其人才的获取和保留提 The success of Waigaoqiao can be understood from a number of perspectives, such as strategy, marketing and business processes, but among many factors, human resources management is an indispensable one, especially in which performance and compensation management play an important fulcrum effect. It is this fulcrum that pushes the various segments of the entire system efficiently and strategically in synergy and development. The following article attempts to summarize and analyze its human resource management practices. In the construction of human resources in Waigaoqiao, I think there are four aspects worthy of studying in many “non-monopoly” state-owned enterprises that are experiencing fierce market competition. First, a reasonable salary strategy. In human resources strategy, salary strategy is the main body, but also the key to human resources strategy. In order to match the market-leading strategy of the enterprise, Waigaoqiao implemented a leading salary strategy with pay consistently above the industry average, which provides access to and retention of talent