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1、AbstractWiththedevelopmentoftheeconomic,humanresourceasakindofproductionfactorismoreandmoreimportantinthepositionofenterprisesandeventhecountry.Humanresourcehasbecomethecoreofenterprisemanagement.Compensationmanagementsystemisthemostpowerfultooltoattract,retaina
2、ndmotivatetalent.Buttheimpactfactorsofcompensationmanagementarechangingallthetime,suchaslegalenvironment,economicenvironmentandindustryenvironment.Ithasbecomeanimportantaspectofthecompensationpracticeandresearchareconcernedthatwhetherthecompensationmanagementmod
3、eadapttotheexternalenvironmentandenterpriseorisitmatchedwiththedevelopmentoftheenterprise.Italsomakesthecompensationmanagementsystem,scientificevaluationisparticularlyimportant.Mostoftheenterprisesrarelyevaluatethecompensationmanagementsystemdynamicallyafterform
4、ulatedthecompensationmanagementsystem.Duetothelackofobjectivecomprehensiveevaluation,itisdifficulttoevaluatethecompensationmanagementfortheenterprises.Inordertosolvetheproblem,thispaperputsforwardthecompensationmanagementevaluationsystemofenterprisesbasedonthedi
5、ssipativestructuretheory.Firstofall,thispaperbuildsthecompensationmanagementsystemstructuremodelandstudiesthemechanismoftheevolutionofenterprisecompensationmanagementsystembifurcationcombiningthedissipativestructuretheorywiththecharacteristicscompensationmanagem
6、entsystem.Secondly,thispaperstudiesthecompensationmanagementsystemmechanismofentropychange,fromtwoaspectsofpositiveentropyflowsandnegativeentropyflowentropyanalysisofcompensationmanagementsystem.Thirdly,thispaperestablishestheevaluationindexofcompensationmanagem
7、entsystemfromseveralaspectssuchascapitalentropy,paylevelentropy,paystructureentropyandtheentropyflow,cashflow,informationflow,personnelflow,technologyflow.Atthesametime,thispaperanalysisenterprisecompensationmanagementsystemphasecharacteristicsusingenterpriselif
8、ecycletheory.JudgewhethertheenterprisecompensationmanagementsystemisdissipativestructureornotbyusingtheBrusselatormodel.Finally,thispaperusestheenterprisecompensation