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作为山东沿海某地区数一数二的明星企业——智博(化名)公司的综合效益、利润都居于当地领先水平,薪酬总体水平也高于当地平均水平很多。但让企业老总感到非常困惑的是,薪酬反而成了职工一直抱怨的短板,企业人均效率与其他企业相比并不是太高,企业骨干员工也不断流失。企业超水平的薪酬付出并没有发挥出其应有的激励效果。借助企业股份制改造完成之东风,该公司领导请咨询公司对企业的薪酬进行了一次系统的规划和设计。薪酬体系诊断为了充分了解该企业存在的薪酬问题,我们采取了实地员工访谈、问卷调查以及市场调研等方式,对该企业的薪酬现状、地区薪酬情况以及本行业的薪酬情况进
As one of the best counties in the coastal area of Shandong Province, Zibo (a pseudonym) company's overall profitability, profits are living in the local leading level, the overall salary level is also higher than the local average a lot. However, CEOs are very puzzled by the fact that remuneration has become the shortcomings that employees have been complaining about. The per capita efficiency of a company is not too high compared with that of other enterprises, and its key employees are constantly losing money. Exceeding the level of corporate pay did not play its due incentive effect. With the reform of the shareholding system completed by Dong Feng, the company's leadership consulted with the company to conduct a systematic planning and design of the company's remuneration. Diagnosis of Remuneration System In order to fully understand the remuneration problems existing in the enterprise, we have taken on-site employee interviews, questionnaires and market research to assess the remuneration status of the enterprise, the remuneration of the region and the remuneration of the industry