北京锐业公司外籍员工薪酬管理存在问题和对策研究.docx

北京锐业公司外籍员工薪酬管理存在的问题和对策研究摘要人才资源作为知识经济发展的重要组成部分，是推动企业发展的重要因素。随着国际化市场经济的发展，大量的外籍员工不断的涌向内地发展，为企业外籍员工薪酬管理问题就成为了企业人力资源管理的重点问题。目前国内大部分的企业采取传统的薪酬管理模式，企业本部的员工与外籍员工之间实行统一的薪酬管理制度。但是不同的行业、不同地域的外籍员工的薪酬管理以及不同企业的外籍员工的薪酬管理模式存在的很大的差异。企业本部员工与外籍员工之间实行相同的薪酬管理制度，就很容易出现待遇不公，核心员工流失等现象，而且也极大的压制了外籍员工的工作积极性，导致企业内部的竞争力减弱等问题。北京锐业公司作为一家经济持续高位发展的制药企业，其内部的外籍员工数量更是高于其他 企业。因此对北京锐业公司外籍员工薪酬管理存在的问题和对策的研究，有利于完善北京锐业公司外籍员工的人力资源管理体系，能够更大程度上的发挥外籍员工的价值，为企业创造更大的效益。关键词：外籍员工薪酬管理；问题与对策研究；北京锐业公司AbstractHuman resources as an important part in the development of knowledge economy, is an important factor to promote the development of enterprises. Along with the development of the internationalization of the market economy, a large number of foreign employees constantly flock to the mainland development, the foreign staff for the enterprise salary management problem has become the focus problem of the enterprise human resources management. At present most of the domestic enterprises to take the traditional salary management mode, enterprise between the department of foreign employees and employees unified salary management system. But different industries, different regions of the compensation management of foreign employees and foreign employees of different enterprises compensation management model is a big difference. The practice of the same between corporate headquarters staff and foreign staff salary management system, it is easy to appear unfair treatment, the core staff turnover, etc, the phenomena of but also greatly suppressed foreign staffs work enthusiasm, lead to enterprise internal problems such as less competitive. Beijing sharp industry co., LTD. As a high economic development pharmaceutical enterprise, its internal number of foreign workers is higher than other companies. So sharp industry company in Beijing foreign employee compensation management problems and countermeasures of research, is helpful to improve the foreign employees of Beijing sharp industry company human resources management system