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笔者曾为一家知名的民营企业推荐过一位年薪要求达20万的高层次管理人才,当笔者将应聘者的简历与待遇要求提交给企业老总后,老总立即表示愿意接触,并承诺待遇上的要求完全可以协商。面谈后的第二天,老总即打电话来表示对应聘者各方面条件均表示满意。而当笔者与应聘者取得联系后,应聘者却表示,企业老总虽然承诺年薪20万,但该企业也有一个不成文的规定,即所有员工的月固定薪水不超过4000,至于余下的15万将以年终“红包”的形式予以解决。他认为这种不确定性的支付形式难以接受。最后,由于双方在薪酬制度上的分歧难以解决只好不了了之。
I once recommended for a well-known private-owned enterprises an annual salary of up to 200,000 high-level management personnel, when the author's resume and treatment requirements will be submitted to corporate executives, the boss immediately expressed his willingness to contact, and promised treatment Requirements can be negotiated. The day after the interview, the boss immediately called to express their satisfaction with all the conditions of the candidates. And when the author made contact with the candidates, the candidates said that although the company executives promised annual salary of 200,000, but the business also has an unwritten rule, that all employees a fixed monthly salary of not more than 4000, as the remaining 150,000 will End year “red envelope ” in the form to be resolved. He considered the form of payment of such uncertainty unacceptable. Finally, it is simply not possible to resolve the differences in the pay system between the two parties.