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就当前来看,我国很大一部分制造型企业使用的都是计件薪酬的薪酬机制。特别是一些类似于纺织品的企业,都是采用这种方式来进行薪酬分配的。计件薪酬可以通过员工的实际工作数量来决定薪酬的高低,因此可以大大激发员工的主观能动性和工作热情,同时会使得他们尽可能地提高自身的工作效率。然而一般的计件薪酬难度不低,将工作重点都放在了数量的计算上,却没有对质量实现管控。因此,这些综合能力较高的员工更热衷于实现自身的生活价值,所以原有的基建薪酬机制无法满足未来企业发展的需求。
For the time being, a large part of the manufacturing enterprises in our country use the compensation mechanism of piece-rate remuneration. In particular, some similar to the textile enterprises, are using this approach to pay distribution. Piece-rate compensation can determine the level of compensation through the actual number of employees, which can greatly stimulate the subjective initiative and enthusiasm of employees, and at the same time, make them improve their working efficiency as much as possible. However, the general piece rate of compensation is not low difficulty, the work will focus on the calculation of the number, but did not achieve quality control. Therefore, these employees with higher comprehensive ability are keen to realize their own living value. Therefore, the original infrastructure remuneration system can not meet the needs of future business development.