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企业的核心竞争力是人才,薪酬作为激励人才的重要手段在人力资源管理中具有不可替代的作用。LPS公司是一家新兴科技型中小企业,在薪酬体系优化设计过程中,本文以薪酬理论为指导,结合LPS公司的实际情况,以翰威特职位评估系统用作企业内部职位的评价工作;然后,按照岗位性质的不同为管理人员、研发人员、生产人员设计了差异化的结构薪酬体系;最后,规范了薪酬调整的相应程序和制度。
The core competitiveness of enterprises is talent, salary as an important means of encouraging talent in human resources management has an irreplaceable role. LPS is an emerging science and technology small and medium-sized enterprise. In the process of optimal design of salary system, this paper, guided by the salary theory, combined with the actual situation of LPS company, used Hewlett-Packard position evaluation system as evaluation of internal position of the enterprise. In accordance with the different nature of the positions for the management, research and development staff, production staff designed a differentiated structure of the pay system; Finally, regulate the pay adjustment of the corresponding procedures and systems.