论文部分内容阅读
薪酬设计的要点,在于“对内具有公平性,对外具有竞争力。” 建立一套“对内具有公平性,对外具有竞争力”的薪酬体系,是目前我国很多公司人事经理和总经理的当务之急。不同的人对“薪酬”有不同的理解。有的人将“薪酬”理解为员工所获得的一切有形的(财物形式)和无形的(非财物形式)劳动报酬,它既包括工资、奖金等现金性收入,也包括各种形式的福利、奖励。我这里想重点谈一谈工资体系的设计问题,奖励、福利方面的问题将在后续文章中做更多介绍。
The key point of the remuneration design lies in the fact that the internal remuneration system is fair to the outside world and competitive to the outside world. “The remuneration system that” establishes a system that is fair and competitive externally “ General manager's top priority. Different people have different understandings of ”salary “. Some people interpret ”salary " as all the tangible (property forms) and intangible (non-property forms) labor remuneration that an employee obtains, which includes not only cash income such as wages and bonuses, but also various forms of Welfare, rewards. Here I would like to focus on the design of the wage system, reward, welfare issues will be introduced in the follow-up article.