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薪酬管理一直是企业管理中一项比较复杂的工作,因为它涉及企业员工的切身利益。与非国有企业相比,国有企业的薪酬管理因企业的国有性质而显得更为复杂和独特,概括起来,其复杂性和独特性要求国有企业的薪酬管理必须处理好三方面的问题:一是处理好国家政策、企业成本承受能力、职工期望值之间的平衡;二是处理好社会舆论问题;三是建立企业内部公平。鉴于此,笔者对目前国有发电集团公司(以下简称集团公司)薪酬管理工作中存在的几个突出问题,提出几点建议,希望对解决问题提供一些参考。
Compensation management has always been a more complex business management, because it involves the immediate interests of employees. Compared with non-state-owned enterprises, SOE pay management is more complicated and unique due to its state-owned nature. To sum up, the complexity and uniqueness of state-owned enterprise pay management must handle three aspects: First, Deal with the balance between the national policy, enterprise cost affordability and staff expectations; second, deal with the problems of public opinion; third, establish internal fairness. In view of this, the author of the current state-owned Power Generation Corporation (hereinafter referred to as the group company) remuneration management of several outstanding problems, put forward some suggestions, hoping to provide some reference to solve the problem.