现代企业薪酬管理研究

内 容 摘 要

企业人力资源管理中的薪酬管理，往往是人力资源经理乃至企业老总头疼的问题。企业薪酬的有效管理，对内关系到整个企业人力成本的合理控制，员工整体满意度、归属感以及企业内部管理的公平性等一系列问题；对外则关系到企业在市场上的竞争地位，是否能吸引更多优秀的人才，好的薪酬体系和薪酬管理制度可以大大提升企业的市场竞争力。薪酬战略来源于企业的人力资源战略，而人力资源战略是根据企业的总体经营战略生成并服务于后者的。薪酬战略包含多方面的内容，也同样受到多种因素的影响。比如薪酬战略中应该包括企业对于今年整体人力成本方面的考虑，是降低，保持还是一定范围内的上浮；企业对于公司内部所有人员的薪酬管理要达到什么样的目的，是保留，激励员工，还是要对一些岗位采取某些特殊的措施。薪酬战略还包括一个企业的薪酬理念，比如有些企业其薪酬理念为市场领先薪酬，以业绩为导向。因此明确公司的薪酬战略，会为薪酬管理者进行相关制度制订和薪酬调整提供重要的方向指导。

[关键词]：人力资源；薪酬；管理；发展

目       录

1 薪酬管理研究的现状与特点 ·········································3

1.1薪酬管理研究的现状··········································3

1.1.1薪酬的定义··············································3

1.1.2整体薪酬市场定位········································3

1.1.3薪酬市场定位是否合理····································3

1.2薪酬管理的特点··············································4

1.2.1薪酬水平具有竞争力······································4

1.2.2薪酬的固定与变动比例分配································4

1.2.3多劳多得为引导··········································4

1.2.4薪资的结构是否合理······································5

1.2.5薪资沟通的重要性········································5

1.2.6如何在同工同酬中做到公平································5

2 传统薪酬管理的弊端与不足 ·········································5

2.1薪酬管理缺乏战略规划········································5    

2.2薪酬体系不合理··············································6

2.3绩效考核流于形式，缺乏规范··································6

3 现代企业薪酬管理的发展趋势与对策建议 ·····························6

3.1现代企业薪酬管理的发展趋势··································6

3.1.1全面薪酬制度············································7

3.1.2薪酬与绩效挂钩··········································7

3.1.3如何增加薪酬中的激励成分································7

3.1.4宽带型薪酬结构··········································7

3.1.5雇员激励长期化，薪酬股权化的目的························7

3.1.6中式薪酬与团队的关系····································8

3.2现代企业薪酬管理的对策建议··································8

3.2.1薪酬的细化··············································8

3.2.2薪酬制度的透明化········································8

3.2.3有弹性可选择的福利制度··································9

3.2.4薪酬信息日益得到重视····································9

4 结论·····························································10