【摘 要】
：
效率、公平、合法是现行薪酬管理最为关注的三大目标,单纯根据上述目标制定薪酬计划,极易忽视员工的节税需求,导致单位和员工无谓的目标冲突。如何让员工在既定的薪酬水平下
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效率、公平、合法是现行薪酬管理最为关注的三大目标,单纯根据上述目标制定薪酬计划,极易忽视员工的节税需求,导致单位和员工无谓的目标冲突。如何让员工在既定的薪酬水平下最大限度地节税,又让单位每分钱的薪酬支出都掷地有声?笔者认为,在薪酬管理原有目标的基础上,再嵌入节税目标,可形成单位与员工双赢的局面。
Efficiency, fairness, and legality are the three major goals that pay most attention to in the current remuneration management. Setting remuneration plans based solely on the above objectives can easily overlook the need for employee savings and lead to unnecessary target conflicts between units and employees. How to make employees in the established level of pay to maximize tax savings, but also allow the unit to pay per cent of cents throwing sound? I believe that the original objectives of the payroll management, based on the embedded tax savings target, the formation of units and Win-win situation for employees.
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