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随着中国加入WTO,世界经济一体化进程的加速,我国的大小企业将面临前所未有的激烈竞争。水利施工企业在竞争中要想立于不败之地,因素虽是多种,但人才的技能在很大程度上决定着水利施工企业是繁荣、维持还是衰败。因此,为水利员工提供一个分配公乎合理的氛围,吸引和留住最优秀的人才,就必须制定合理有效的薪金分配方案。在实际中进行检验,调整薪资结构线的斜率及各职位的薪幅,从而达到优化人员配置,提高企业在市场中的竞争力。 一、薪酬的公平 在很大程度上来说,为了能够吸引、激励和保留有能力的员工,公平的薪金机制是必不可少的。薪酬方案应该在所
With China’s accession to the WTO and the acceleration of world economic integration, China’s large and small enterprises will face unprecedented fierce competition. Water conservancy construction enterprises in the competition to be invincible, although a variety of factors, but the talent skills to a large extent determine the water conservancy construction enterprises is prosperity, maintenance or decline. Therefore, providing a reasonable atmosphere for water conservancy staff to attract and retain the best talent requires the formulation of a reasonable and effective salary distribution plan. In practice, testing will be conducted to adjust the slope of the pay structure line and the salary of each post so as to optimize staffing and enhance the competitiveness of enterprises in the market. First, the pay fair To a large extent, in order to be able to attract, motivate and retain competent staff, fair salary mechanism is essential. Compensation plan should be in place