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伴随着社会经济的进一步发展,企业的规模越来越大,业务范围也在逐步的扩张。在这样的条件下,很多企业都会外派一些人员到其他的地域来开展业务。在这个过程当中,外派人员的薪酬管理成为很多企业所思考的问题。因为设计外派人员薪酬的因素相对比较多,很难确定一个固定的衡量标准。但是不可否认的是,合理的设置外派人员的薪酬,能够进一步地提升企业的实际竞争力,这是企业薪酬管理的一个重要内容,从本质上你觉不爱派人员薪酬管理的关键。因此本文将重点结合企业外派人员的薪酬构成,分析界定企业外派人员薪酬的方式,根据这些内容,来进一步提出设计企业外派人员薪酬的实际标准。
With the further development of social economy, the scale of enterprises is getting bigger and bigger, and their business scope is gradually expanding. Under such conditions, many enterprises will be expatriate some personnel to other areas to carry out business. In this process, the salary management of expatriates has become a question that many enterprises think. Because of the relatively large number of factors involved in the design of expatriates’ remuneration, it is difficult to establish a fixed measure. However, it is undeniable that setting the salaries of expatriates reasonably can further enhance the actual competitiveness of enterprises. This is an important part of the management of salaries in enterprises. Essentially, you do not want to be the key to pay management of salaries. Therefore, this article will focus on the composition of the expatriate pay, analysis of the definition of expatriate pay remuneration methods, according to these contents, to further put forward the actual criteria for designing the expatriate pay.