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目前,我国企业薪酬管理问题比较突出,甚至成为企业发展的桎梏,使企业在人才竞争中处于劣势,人才外流相当严重。随着经济环境的日益开放,各个地区、各个企业之间的人才竞争日趋激烈,人们的薪酬观念也随之更新,国有企业传统的工资分配方式遇到了极大的挑战。制定科学、合理的薪酬制度,可以激发员工的劳动积极性,从而使企业获得良好的经济效益。本文根据我国国情,提出了目前我国国有企业薪酬管理中存在的几大问题,并给出了相应的对策和建议。
At present, the problem of remuneration management of enterprises in our country is quite outstanding, and even become the shyness of enterprise development, which makes enterprises at a disadvantage in talent competition and the brain drain is quite serious. With the increasingly open economic environment, the competition for talent among various regions and enterprises is getting fiercer and the remuneration concept of people is updated accordingly. The traditional way of wage distribution in state-owned enterprises encounters great challenges. To formulate a scientific and reasonable salary system can stimulate employees’ enthusiasm for work so that the enterprise can obtain good economic benefits. According to China’s national conditions, this paper puts forward several major problems in the current state-owned enterprise salary management in our country, and gives the corresponding countermeasures and suggestions.