【摘要】：正薪酬管理是人力資源管理的重要內(nèi)容,對企業(yè)文化氛圍的形成和戰(zhàn)略目標的實現(xiàn)有著至關重要的作用。薪酬體系設計是一項技術難度較高的工作,不少企業(yè)在進行薪酬設計時投入了大量精力,不惜花重金借助咨詢公司來協(xié)助建立,但當完成薪酬體系構建后往往奉為"圣旨",照本宣科,不敢輕易變動,這在中小企業(yè)中更為常見。薪酬體系本身具有高度敏感性,一般企業(yè)都非常謹慎,這也導致薪酬體系一旦形成后多年不變,與企業(yè)的實際情
[Abstract]:Positive salary management is an important part of human resource management, which plays an important role in the formation of corporate culture atmosphere and the realization of strategic goals. Compensation system design is a technically difficult task. Many enterprises have invested a lot of energy in salary design, and they have been willing to spend a lot of money to help set up the compensation system with the help of consulting firms. But when the completion of the construction of the pay system is often regarded as a "decree", as the book, dare not change easily, this is more common in small and medium-sized enterprises. The salary system itself is highly sensitive, and the general enterprise is very cautious. This also leads to the fact that the compensation system will remain unchanged for many years after its formation, and the actual situation of the enterprise will not change.
【作者單位】： 西南財經(jīng)大學;
【分類號】：F272.92

【共引文獻】

相關期刊論文 前10條

1 吳兆U，

本文編號：2206346