大学生毕业顶岗实习应不应给予薪酬,给予多少薪酬?是当今企业人力资源管理需要亟待解决的一个崭新课题。为此,分析实习岗位性质、学生身份变迁、相关法律规定,实习成本支出、人力成本明细,就能获得薪酬设计的现实依据。至于薪酬额度与标准设计,则需要在激励、公正、公平、竞争力、战略第一的四大原则中优选公正原则;在不同的薪酬政策导向和不同的薪酬结构组合中优选促进企业发展的薪酬策略;在比较职位薪酬、绩效薪酬、能力薪酬、宽带薪酬的优劣中选择与大学实习生实际相符的薪酬类型。 Graduate students should not be paid internships, how much salary? Is today's enterprise human resources management needs to be addressed a new topic. To this end, analysis of the nature of internship positions, changes in student identity, relevant laws and regulations, internship costs, labor costs details, you can get a realistic basis for salary design. As for the salary quota and standard design, we need to optimize the principle of fairness among the four principles of motivation, fairness, fairness, competitiveness and strategy first; optimize the salary for promoting enterprise development in different remuneration policy-oriented and different remuneration packages Strategy; choose the type of remuneration that is actually in line with university interns in comparing the merits of position remuneration, performance remuneration, ability remuneration and broadband remuneration.