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随着我国在铁路行业体制改革方面的巨大发展变革,铁路相关的施工行业的发展及资源整合也将面临着新的机遇及挑战。未来,铁路施工行业内部的各施工企业,其生存与发展竞争将会更加的激烈。因此,就铁路施工企业的核心竞争力而言,应该是一个企业最优秀的施工技术人员及施工团队。如何能使这些专业技术能力水平成熟、技艺水平高超的技术人员长期稳定地留在企业工作,其合理的薪酬管理体系将是至关重要的因素。但是要建立建全合理完善的施工企业薪酬管理体系,则必须对其中存在的问题进行解决,以帮助未来企业培育及挖掘优秀的技术人员,增强核心的企业竞争力。
With the tremendous development and transformation of China’s railway industry system reform, the development and resource integration of railway-related construction industry will also face new opportunities and challenges. In the future, all construction enterprises within the railway construction industry will be fiercer in their survival and development competition. Therefore, in terms of the core competitiveness of railway construction enterprises, it should be an enterprise’s best construction technician and construction team. How to make these professional and technical ability of the level of mature, highly skilled technical staff to stay in the long-term and stable corporate work, and its reasonable salary management system will be crucial factors. However, if we want to establish a sound and sound compensation system for construction enterprises, we must solve the existing problems so as to help future enterprises cultivate and tap outstanding technical personnel and enhance their core competitiveness.