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1、国有企业薪酬管理的若干问题及应对策略王晓申[摘要]薪酬管理是企业人力资源管理的核心内容。合理的薪酬体系不仅能有效激发员工的积极性与主动性,促进员工努力实现组织目标,提高组织的效益,而且能在人才竞争日益激烈的知识经济下吸引和保留住一支素质良好且有竞争力的员工队伍,获取提升并维持企业发展所必需的核心竞争优势。但是,我国企业面临着诸如薪酬管理思想理念落后、薪酬制度和结构不合理、平均主义严重、薪酬体系缺乏竞争力、对战略性员工激励乏力、长期激励不足等问题。本文旨在分析解决这些问题,运用经济学与管理学的有关原理,结合国际上最新发展
2、趋势和其他国家企业薪酬管理的成功经验,进行合理的薪酬设计,以期待我国企业薪酬管理进入良性循环。[Abstract]The21stcenturyisthetimefullofopportunitiesandchallenges,whichisalsothetimefulloffuriouscompetitionontalents.Humanresourceisthekeyofcorecompetitivenessandtheresourceofadvantagethatmoreandmoreenterprisesbeco
3、merecognized.Therefore,allenterprisesencountersuchadifficultythatisattractingtalents,retainingtalentsandtakeadvantageoftalents,inwhich,effectivelyimplementingsalarymanagementbecomethemostcomplexproblem.Asakeysectorindevelopmentandmanagementofhumanresource,salary
4、managementisimportanttomodernenterprisemanagement,whiletherelevantsalarysystemisoneofweighttoolsforenterprisetoaccomplishingsuccessfulbusinessandhumanresourcemanagement.Itisvitalsignificanttoestablishspecificsalarysystemofferingessentialinformationintime,duetoit
5、sgreatinfluencesinpromptingstaff,rationalizingemploymentcost,attracting&retainingtalentandeventuallyimplementingprospectiveworkingaim.Thegroupwhichtheauthorisworkingforisaconstructionundertaking.Asalabor-intesiveenterprise,managingcapacityandcompetitivenessofent
6、erprisegreatlydependoncertainfactorslikecomprehensivequalityofemployeesandquantityofkernelemployees.AfterChina’sWTOentry,withinflowingofforeigncapitalandimplementof“Goingout”policy,thegrouphasbeendoublychallengedbylackoftalentsanddifficultyincontrolofbraindrain.
7、Consequently,itappearsmuchcrucialtoframereasonablesystemofsalarymanagementbasingonthesituationofChinaandactualstatusofthegroup,whichisabletomakesalaryplaneffective.Accordingtotheanalysisofnowadayssituationandpresentsituationofstate-ownedenterprise,withthedevelop
8、mentofsalarysystemreforminstate-ownedenterprise,itisurgenttosetupastandardsalarymanagementapplicableforcurrentsupervision&administrationmechanismofstateassetandmodern
