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如果一家企业没有建立起科学的薪酬体系,没有建立起公平合理的分配机制,没把钱发给该发的人,那么,企业的主流文化理念一定是形同虚设,企业的核心价值观一定是模糊的、混乱的,即便字大如斗,仍属“口是心非”。因为此时,企业内部的价值衡量和待遇杠杆口径不一,薪酬的导向作用已经失效。但薪酬及其作用永远是有限的,随着总体收入水平的水涨船高,薪酬激励的边际作用更是凸显,中国人的人均工资均得到了很大提高,企业高管的薪酬有的比欧美的高管还要高,
If a company did not establish a scientific pay system, did not establish a fair and reasonable distribution mechanism, did not send the money to the hair, then the mainstream culture of the enterprise concept must be non-existent, the core values of the enterprise must be vague, Confusion, even if the word as big as bucket, still “mouth is wrong ”. Because at this point, the internal value of the enterprise measurement and treatment of different leverage, the role of compensation has failed. However, the remuneration and its role will always be limited. As the overall income level rises and falls, the marginal effect of remuneration incentives is even more prominent. The average per capita salary of Chinese people has been greatly increased, and the remuneration of corporate executives is somewhat higher than that of Europe and the United States Tube is even higher,