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薪酬管理是人力资源开发与管理的一项重要内容。它与企业的发展是相辅相成的。一方面是保障员工基本生活的需要,充分发挥能激励员工的能力;另一方面企业的发展为薪酬管理提供了有利支持。薪酬制度是否科学合理,不仅关系到员工个人的切身利益,也直接影响企业的人力资源效率,从而影响到企业战略目标的实现。而薪酬制度不是一成不变的,要根据企业的战略目标和人力资源规划适时调整,适应企业发展的需要,本文对薪酬改革的一些心得进行总结,归纳出薪酬制度改革“八步赶蝉”法。
Compensation management is an important part of human resources development and management. It is mutually reinforcing with the development of the enterprise. On the one hand, it ensures the basic needs of employees and gives full play to the ability to motivate employees; on the other hand, the development of enterprises provides favorable support to the management of remuneration. Whether the salary system is scientific and reasonable will not only affect the personal interests of the employees, but also directly affect the human resources efficiency of the enterprises, thus affecting the realization of the strategic objectives of the enterprises. The salary system is not static, according to the strategic goals of the enterprise and human resources planning timely adjustments to meet the needs of business development, this paper summarizes some of the remuneration reform experience, summed up the pay system reform .