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深圳某光电企业人力资源经理孙阁最近特别烦躁。成立于2003年的公司在快速发展时期,面对人才的极度缺乏,公司采取了不惜代价、广招人才的政策。这给公司的薪酬管理带来了很大的问题。一段时间后,由于薪酬保密做得并不好,这一弊端暴露无遗:同级同职的员工在薪酬上居然相差2000—3000元,研发部门经理与主管之间相差却不到1000元。如此混乱的薪酬现状,让一些没有拿到高薪的核心员工感觉自己吃亏了。导致整体员工队伍士气低落,工作效率非常低。“我把一些薪酬偏高的降下来,肯定会有员工过激而离职。”孙阁对此非常焦虑,“我也不能来个总体涨薪,这样人力成本太高了。我该怎么办?”
Shenzhen, a photoelectric human resources manager Sun Court recently particularly irritable. Founded in 2003 in the period of rapid development, faced with the extreme lack of talent, the company adopted at any cost, wide recruit talent policy. This poses a big problem for the company’s payroll management. After a period of time, due to poor salary did not do well, this drawback is exposed: the same level of staff actually differ in salary 2000-3000 yuan, R & D department manager and director of the difference is less than 1,000 yuan. So chaotic salary status, so that some do not get the core salary of employees feel their loss. As a result, the morale of the entire workforce is low and the work efficiency is very low. “I’ve lowered some of my salaries and will definitely leave my staff too aggressive.” Sun Ge is very anxious about this: “I can not afford an overall salary increase, so the labor costs are too high. What should I do?”