国内企业应借鉴待人、用人和育人方法（Domestic enterprises should learn from others, and the education method）.docVIP

国内企业应借鉴待人、用人和育人方法（Domestic enterprises should learn from others, and the education method） If talent is the largest enterprise assets management standard, facing the powerful, multinational companies, domestic enterprises in order to continuously develop, and even to overcome these ferocious wolves, in the salary management, occupation career management (others) (by people) and training (Education) in three aspects, it is needed to strengthen so, in order to form a system of management system, to generate sufficient market competitiveness. First, beware of the annual salary system in the state-owned enterprises official standard, referring to the method of multinational companies of others The domestic enterprises pay system there is a serious problem of official standard. On the one hand, the salary design first consideration is the manager and leaders of their salary, for example, some companies only implement the senior management personnel of the annual salary system, and did not consider the annual salary system of middle and low level managers; on the other hand, the salary design pay more attention to the position of the difference between high and low, and less consideration to the performance of staff and the ability of the difference. In contrast, multinational companies pay system is more comprehensive and comprehensive consideration. First, the domestic enterprises should exist in the official standard problem, consider employees in experience, performance and ability and other aspects of the difference in the pay system design. The salary system is not from the perspective of design leadership priority, but considering the above several aspects to determine. In order to reflect the basic principles of compensation systems fairness, competition, incentive effect etc.. Second, affected by the thought of official standard, many domestic enterprises have not paid enough attention to key personnel, so it is difficult to form a good compensation mechanism of