薪酬制度的优化设计--薪酬管理面临的困境（Optimal design of salary system -- the dilemma of salary management）.docVIP

薪酬制度的优化设计--薪酬管理面临的困境（Optimal design of salary system -- the dilemma of salary management） Nowadays, the competition among enterprises is more reflected in the competition of human resources. Only with high-quality employees, enterprises will be able to survive and develop in the increasingly exciting market competition. In order to attract and retain high-quality employees and encourage them to work hard, family firms must set up a sound salary system. The salary of employees is not only a means of payment, but an effective compensation system can enable employees to play their initiative, enthusiasm and initiative, which will bring huge profits to enterprises. Many family enterprises in our country are limited to their own development characteristics and management level, and there are still some problems in enterprise compensation management, mainly reflected in the following aspects: 1, the salary design lacks certain strategic thinking The salary design of family enterprises mainly considers the principle of equity, the principle of compensation or equal interests, the principle of transparency and so on, and lacks the rational strategic thinking about the whole salary design. The strategic guiding principle of salary design is to combine the salary system of family enterprise with the strategy of enterprise development, and make the enterprise salary system become an important lever to realize the enterprise development strategy. This principle has “ the dynamics of the natural ” this is mainly due to the strategic management of the enterprise is essentially a dynamic management. Many family businesses do not think much about their own development strategy, let alone consider the strategy of human resources to support the development strategy of enterprises. In family firms, there are few companies that have viable business strategies, and human resources strategies and compensation strategies that are in line with corporate strategy and corporate status are ra