Enterpri salary reward management
Salary the overall function of function and management of human resource that reward is consistent also for is can attract and encourage the human resource needed by enterpri from labor economy angle speak salary reward have three great merits can: guarantee function, courage function and regulation function .Referring to the angle of management function the salary with reasonable establishment reward management system is every problem that enterpri needs solve. In recent years ,as enterpri manages, mechanism change and establish modern enterpri system step by step needs, the built in wages degree of assignment system of enterpri the lf who changes enterpri into gradually from government behavior .Therefore how to meet market needs establish with modern enterpri system appearance the supplement salary ,that suits enterpri lf development reward management system and distribution scheme, high limit land development enterpri human resource can become every important program of current Chine enterpri.
Salary the substance that rewarded, it is that enterpri, for employee, is the contribution done by enterpri that function and purpo salary reward , include realization Jig effect, the corresponding repayment and that effort ,tine ,knowledge ,ability ,experience and creation pay that paid out or thank . Esntially , it is a kind of fair distribution principle that exchanges or trades and has embodied socialist market economy. And according to contribution distribution for implicit the meaning of the exchange of equal value of intrinsic, have reflected the law of value of the market of labor force.
Salary the overall function of function and management of human resource that reward is consistent, it is also to be to attract and encourage the human resource needed by enterpri. Say from labor economy angle , salary reward have three great merits can: guarantee function, courage function and regulation function. Referring to the angle of the management of human resource salary reward should embody an王维被称为什么
d play mainly its encourage function.
The existent problem of th奋斗努力
e traditional wages degree of assignment system is internal to l
ack fair n, the external income degree of assignment system that lacks the traditional state-owned enterpri of competition ability major special Zhen is implement planned instruction and policy regulation ,wages management system from in the restriction that gets planned economy , employee Ian can reality play will not often arou the notice of people ,so ,the distribution of wages is major to wait according to standing, educational background, title and administrative rank , and overlook as every employee does, work analysis, do not more consider the discrepancy of working post and the contribution of employee.
For realizing enterpri goal fully .It is very fair that this kind of system look, but actually is for working value negate, is hard to embody trunk the good dry difference of bad, horizontal difference in degree, its recruit do not enter person also rerve do not live person ,is internal to lack fair n ,is external to lack competition ability.
Salary reward is the contribution that enterpri does for employee for enterpri, include realization Jig effect, the time ,knowledge ,ability ,experience and creation pay that paid o
ut are corresponding as paying to repay or thank ,are a kind of fair distribution principle that exchanges or trades and has embodied socialist market economy esntially, and according to contribution for implicit the meaning of the exchange of equal value of intrinsic, have reflected the law of value of the market of labor force.
On knowledge with the mistake 葫芦种子
district in operation pass, the function understanding that rewarded for salary on pass frequently in quite ,notice salary only the function of hea金钱的魔力
lth protection that 婚姻感悟
rewards, and have overlooked salary reward encourage function. No matter going to work, do not perform duty from time to time , have to enterpri to make contribution ,”go to work to take money “have become perfectly justified; Bonus in considerable level on have lost the meaning of award, become regular additional wages. What enterpri employee accumulates for a long period is that inertia and safe n make salary reward and have lost, should be some to encourage function . Though along with enterpri, being thorough as reforming, the manager of human resource also begins to explore new method on salary rewards system, but when designing distribution scheme often lack for modern salary reward the knowledge of theoretical and design met
hod , make scheme deviate from the law of value of the market of labor force.
Now, in the wages system of sta春节小学生作文
te-owned enterpri and the most of domestic joint stock companies, do not consider that outside and internal balance of distribution are balanced . The management of human resource replace labor personnel management not the simple displacement of noun, it signifies that from thought and theory , the method of arriving is basic as utilizing to change .Thus each manager must meet the development of socioeconomic culture; system accepts new management thought , theory and method ,ts up the brand-new management concept of human resource.
Design salary scientifically to reward the distribution scheme Japane economic friendship association of central ction encourage condition for the first big small and medium sized business to third production department carry out investigation ,show as a result . In initiating vigor factor wages the only row position of 8th ,and in weakening vigor factor ,wages row is in the first place .It is been wages high that this explains and can not initiate vigor ,and wages low definite reduction ,vigor ,therefore the difference in degree of
pay for promote employee enthusiasm aspect influence great. Now a lot of western companies in salary reward aspect the experience of having explored some success , share for example profit , profit share ,stock option ,employee holds share that plan(EOSP), is balanced to tally to block ,key Jig effect index and group team spirit ,and when establishing salary to reward policy ,have considered the relation of short period ,mid-team and long-team pay fully ,and design for special talent “special salary reward scheme “,purpo is to make salary reward distribution scheme with encourage machine made, arou creativity and the working enthusiasm of employee group team fully.
