论中小企业实行工龄资的利弊.docVIP

国家职业资格(二）[摘要][关键词]工龄工资，又称年功工资，是企业按照员工的工作年数，即员工的工作经验和劳动贡献的积累给予的经济补偿是企业分配制度的重要组成部分国家对企业的工资和福利做宏观调控,对劳动报酬,工作时间,企业只要不违法自行决定,工龄工资可以作为绩效工资也可以作为企业福利金额不高，意义不大，工龄工资政策呈线型，即确定X元/年的标准，员工实际所的工龄工资为工作年限×分配标准有的企业还规定了工龄工资的起拿年限，即工作满几年起计发执行只做宏观调控员工是企业的宝贵财富，企业把员工的流动率控制在适度范围内工龄工资制度稳定员工队伍，员工总工龄分为两个部分：一是社会工龄，即员工非本企业的工作年数；二是企业工龄，即员工为本企业工作的年数工龄工资的分配标准因应企业的具体情况而异，各企业可根据自身实际及经济实力，制定合理的工龄工资分配标准，随着工龄的增长其对公司效益的边际贡献率下降，贡献幅度由大变小1.连续在本公司工作满N年（N≥1为整数）的且按期签订劳动合同的员工2. 工龄工资从满N年的次月开始发放三、工龄计算方法：( d??T1 E, D4 q$ M- e( m8 V0 W1. 工龄计算从试用期起算。试用期计算工龄15日前（包括15日）入职的当月计算工龄，15日以后入职的当月不计入工龄。- z4 E: ] b7 s2. 一年内实际出勤不满半年的，不计当年工龄发当年工龄工资；??U2 G$ 四、具体方案如下： 市场,实现企业的战略目标。工龄工资在当代员工的工资收益中虽然份额较小，但他所体现的企业以人为本的理念却能让员工感受到企业对他们的感谢与关注，从而会升腾起一种成就感与感恩心，这种成就感和感恩心又会转化为员工工作主动性，创造力和提高对企业的忠诚度，从而在企业内部形成一种员工与企业互融，推动战略目标的实现。 参考文献： 1，，参考文章名字写上。作者是谁 2. 参考文章名字写上。作者是谁 3参考文章名字写上。作者是谁 conferences, learned superiors policies; reports, you can learn to deal with problems, art, just wanted to learn, to learn at any time. To continuously expand the scope of the study. The complexity and comprehensiveness of our work, decided to not only do we want to be professionals, or if generalists, to dabble in different areas of knowledge. Mastery of knowledge not only to have knowledge to rational analysis. This on requirements we, not only to learning national of route, and approach, and policy, also to learning national of legal, and regulations; not only to with political theory armed mind, also to with economic theory guide work; not only to read history, also to read history; not only to absorption SM of mirror, also to gets is of road; not only to from local learn, also to to outside learn; not only to to books learn, also to field study learn. 　　Therefore, I would encourage you, and more to the outside world when I have time to take a look at, take a stroll, outside developments, learn other peoples development approach, and then come back to guide our work. Second, we must think. Learning without thought to