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随着社会经济的发展,各个企业之间的竞争愈加激烈,尤其是人才的较量。而实现薪酬管理的公平性和激励性有利于人才发展,所以,薪酬管理水平的高低直接关系到企业的持续发展。激励理论的运用是薪酬管理中的有效手段,有效的运用激励理论,不仅可以激发员工的积极性,发掘他们的潜能,还可以提高企业的发展效率,实现长远的发展。在实施薪酬激励理论时,必须考虑薪酬的覆盖面,薪酬的构成和薪酬的高低等,以实现公平公正公开,从而实现人才利用最大化。
With the development of society and economy, the competition among various enterprises becomes more and more intense, especially the contest of talents. The realization of salary management fairness and incentive is conducive to talent development, therefore, the level of salary management is directly related to the sustainable development of enterprises. The use of incentive theory is an effective means in the management of remuneration. Effective use of incentive theory can not only stimulate the enthusiasm of staff, explore their potentials, but also improve their efficiency and achieve long-term development. In the implementation of the theory of remuneration incentives, we must consider the coverage of remuneration, the composition of remuneration and the level of remuneration in order to achieve fairness and fairness, so as to maximize the utilization of talents.