浅析国有企业薪酬管理中的问题及对策--以杭齿集团子公司为例

目录

1引言···································

2杭齿集团简要介绍··························

3薪酬及薪酬管理···························

３.1 薪酬及薪酬管理定义 ·······················

３.1.1 薪酬 ····························

３.1.2 薪酬管理 ·························

３.2 薪酬管理的意义·························

３.3 薪酬管理制定的原则·························

３.3.1 公平原则 ····························

３.3.2 适度原则···························

３.3.3 能级制原则 ··························

３.3.4 长期激励原则 ························

４ 西方企业薪酬理论及发展·························

４.1 西方薪酬理论··························

５ 杭齿集团当前薪酬管理存有问题:····················

５.1薪酬定位不准确··························

５.2福利模式单一，福利措施缺乏人性化··················

５.3薪酬结构不合理···························

５.4薪酬制度随意性大··························

５.5薪酬支付缺乏公开性、透明性····················

６ 杭齿集团薪酬管理制度创新·························

６.1 引用宽带薪酬, 创新薪酬理念····················

６.2 设计动态薪酬, 创新薪酬管理战略···················

６.3 实施团队薪酬, 创新薪酬制度结构···················　

６.4 建立“以人为本”的薪酬体系···················

７ 结束语································

参考文献·······························

摘要

薪酬管理是人力资源管理的重要问题，关系到公司吸收新人和保留人才的能力，对一个公司的成长起到十分重要的作用。国有企业作为推动国民经济发展的重要力量，更应建立合理有效的薪酬管理制度，促使员工努力实现企业战略目标从而推动企业不断发展。本文通过对国有企业现行薪酬制度的剖析找出其在薪酬管理方面的不足，然后通过研究找出其相应的解决对策。

关键词： 国有企业；薪酬管理；解决对策