雙高艾業(yè)公司薪酬問(wèn)題

中文摘要

現(xiàn)今中小企業(yè)在國(guó)民經(jīng)濟(jì)中的比例越來(lái)越大，在國(guó)民經(jīng)濟(jì)中也越來(lái)越重要，但它們?cè)趩T工的薪酬管理方面，還存在不規(guī)范與不科學(xué)的地方，阻礙著我國(guó)中小企業(yè)的發(fā)展。

目前由于中小型企業(yè)中薪酬管理欠缺，導(dǎo)致了人才流失，這也是中小型企業(yè)生存困難的主要問(wèn)題之一，如何更好地利用薪酬管理制度為企業(yè)減少人才流失的現(xiàn)狀，也是很多中小型企業(yè)關(guān)注的事項(xiàng)，本文中我將對(duì)雙高企業(yè)在薪酬管理方面的常見(jiàn)問(wèn)題及原因進(jìn)行分析，并提出一些相關(guān)對(duì)策，希望對(duì)中小企業(yè)發(fā)展起到指導(dǎo)和幫助，同時(shí)也能為雙高艾業(yè)的發(fā)展錦上添花，促進(jìn)雙高艾業(yè)公司走上一個(gè)更高的平臺(tái)。

關(guān)鍵詞:薪酬  管理  科學(xué)  企業(yè)  員工 人才

目錄

緒論··································01

一、企業(yè)存在的薪酬管理問(wèn)題·······················02

（一）薪酬缺乏競(jìng)爭(zhēng)力························02

（二）薪酬制度缺乏科學(xué)規(guī)范性····················03

（三）員工的薪酬與績(jī)效脫鉤·····················03

（四）員工薪酬晉升渠道不通暢····················03

（五）福利措施不完善························03

二、針對(duì)企業(yè)薪酬管理問(wèn)題分析原因····················03

    （一）薪酬管理意識(shí)不強(qiáng)·······················03

（二）在完善薪酬管理方面能力不足··················04

三、解決雙高艾業(yè)公司薪酬問(wèn)題的對(duì)策···················04

     (一) 加強(qiáng)領(lǐng)導(dǎo)薪酬管理意識(shí)·····················04

(二)建立“以人為本”薪酬福利體系 ·················05

(三) 導(dǎo)入動(dòng)態(tài)的戰(zhàn)略導(dǎo)向原則····················05

(四)建立科學(xué)的薪酬制度 ······················05

1、靜態(tài)工作職責(zé)決定個(gè)人薪酬················· 05

2、個(gè)人工作能力決定個(gè)人薪酬················· 06

3、工作績(jī)效決定個(gè)人薪酬··················· 06

(五)完善績(jī)效評(píng)估體系·······················07

結(jié)論··································07

參考文獻(xiàn)································08