摘要
在企业人力资源管理过程中,薪酬管理是重要的核心内容,直接关系着企业的经济核算和经济效益,并且和员工自身利益有着密切的关系,现阶段我国大部分企业的薪酬制度随着社会迅速发展也有了相应的改变,在实际的实施过程中,科学合理运用相应的奖罚机制,进一步调动员工的工作积极性和热情,伴随着我国社会经济的迅速发展,市场经济直接影响着国民经济的发展,就现阶段而言,我国的国有企业已经成为从事生产经营活动的经济实体,尤其在我国的经济建设中起着决定性作用。有效地将国有企业和非国有企业进行对比,在企业文化方面和管理机制方面还存在着很大的差异,据调查表明,我国非国有企业的整体薪酬水平一直都处于中等偏低的水平,所以企业要加强完善相关的制度,进一步激励员工工作的积极性。
In the process of enterprise human resource management,salary management is an important core content,which is directly related to the economic accounting and economic benefits of the enterprise,and has a close relationship with the interests of the employees themselves. At present,the salary system of most enterprises in China has also changed with the rapid development of the society. In the actual implementation process,scientific and reasonable use of the corresponding Awards With the rapid development of China’s social economy,the market economy has a direct impact on the development of the national economy. At this stage,China’s state-owned enterprises have become economic entities engaged in production and operation activities,especially in the economic construction of our country. Effective comparison of many enterprises and non-state-owned enterprises,there are still great differences in corporate culture and management mechanism. According to the survey,the overall pay level of state-owned enterprises in China has always been in the middle and low level,so enterprises should strengthen and improve relevant systems,and further encourage the enthusiasm of employees.
作者
刘伟鑫
魏育华
LIU Wei-xin;WEI Yu-hua(Guangzhou Huali Science and Technology Vocation College,Guangzhou Guangdong 511325,China)
出处
《湖北开放职业学院学报》
2020年第4期134-135,共2页
Journal of Hubei Open Vocational College
关键词
薪酬
企业人力
资源管理
重要性核心
salary
enterprise human resources
resource management
importance core
