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国有大型钢铁企业是国家工程施工行业中的重要组成部分,1998年的企业全面改制后,国有大型企业被授予更大范围的企业自主经营权,在企业有更大发展机遇的同时也要建立适合企业的薪酬制度,这是员工所在意的核心问题。如何让员工以企业利益为中心积极参与工作,以什么方式的薪酬模式才能吸引员工,是企业提高生产效率的重要内容,也是企业能在市场上稳定占有一定份额的有效方式。很多企业在制度之下进行了多次薪酬管理模式转变,但是却看不到明显效果,还需要进一步的改善。
Large-scale state-owned steel enterprises are an important part of the national engineering construction industry. After the comprehensive restructuring of enterprises in 1998, large state-owned enterprises were granted a wider range of business autonomy rights. When the enterprises had greater opportunities for development, they should also establish a suitable Enterprise pay system, which is the core issue of staff’s intentions. How to enable employees to actively participate in the work centering on the interests of enterprises, and in what way can they attract employees? This is an important part for enterprises to improve production efficiency and an effective way for enterprises to have a stable share in the market. Many enterprises in the system under a number of changes in the payroll management model, but did not see significant results, but also need further improvement.