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企业间的竞争是人才的竞争,留住人才成为企业第一位的工作。如何留住人才,很多学者认为是激励第一,在事业留人、待遇留人、感情留人的“三板斧”中,将激励作为一个核心点来看待。但也有不少的人将激励理解为就是高薪,认为只要在薪水上解决了问题就万事大吉了。笔者认为,高薪只是短期内人才资源市场供求关系的体现,而福利则反映了企业对员工的长期承诺。也正是福利这一点,使众多在企业里追求长期发展的员工,更认同福利而非仅仅是高薪。
The competition among enterprises is the competition of talents. Retaining talents has become the first job of the company. How to retain talented people, many scholars believe that the incentive is the first, in the business to retain people, pay people to stay, emotional retention of “three”, the incentive as a core point of view. However, many people also understand that incentives are high salaries and think that everything will be fine as long as they solve the problems on salary waters. The author believes that high pay is only a reflection of the supply and demand relationship in the human resource market in the short term, while welfare reflects the long-term commitment of the company to employees. It is also the welfare that makes many employees in the enterprise pursue long-term development, but also recognize welfare rather than just high salary.