摘要
目前国有企业薪酬问题比较突出,甚至已成为企业发展的障碍。在国企薪酬设计中,原有的等级工资制度不能全面反映职工在不同劳动岗位上的差别,因而无法真正体现能力、业绩、贡献在分配中的作用。改革开放后的“三资”企业、私营企业的发展,对国有企业产生了一定的压力,使得原有的薪酬分配制度模式已远远落后于经济发展的要求。首先,较低的工资与福利水平使国有企业薪酬缺乏市场竞争力,无法争取到优秀人才,其次,难以留住企业的优秀人才和合格人才,并导致人力资源重置成本的增加;再次,较低的薪酬水平与增速对职工的心理平衡、职工的满意度及信心、职工队伍的稳定、生产劳动率等方面均产生不同程度的影响;最后,职工长期处于劳动补偿不足的状态,会产生不满情绪,以致影响社会安定。本文首先提出了问题,即如何来设计国有企业的薪酬制度,然后,找出理论依据,对薪酬方案的设计过程进行分析,并针对国有企业薪酬管理中的问题提出了一系列解决对策。
At present the compensation question of the state own enterprises is so serious that is becoming to the obstruction of the enterprises' developing. In the compensation design of the state own enterprises, the former grading compensation system could not reflect the employee station difference completely, so that doesn't represent the effect of the ability, achievement and contribution in the distribution. Under the situation of the innovation and the opening strategies, the three types enterprises and private enterprises are developing quickly, which have a significant effect on the state own enterprises, then the former compensation systems can not fit the economy requirement. The first is that because of the lower salary and welfare makes the state own enterprises' compensation system lack market competition, then can not get excellence persons; the second is that the state own enterprises can not retain the excellent persons, which make their human resource renewing cost increasing; the third is that the lower level and rapidity of the compensation has an important effect on the psychology balance of employee, satisfaction and confidence, stabilization of employees, and productivity; at last, the salary can not make up the requirement, which will make employees dissatisfactory arid influence the society safety.
出处
《山东电力高等专科学校学报》
2005年第2期31-37,共7页
Journal of Shandong Electric Power College
