国有企业薪酬制度存在的问题与对策.docVIP

国有企业薪酬制度存在的问题与对策 摘要：企业的薪酬管理制度作为人力资源管理的核心已受到越来越多人的关注，科学的薪酬管理制度是增强企业凝聚力、吸引力的源泉，也是实现人本管理的重要方式。本论文对我国国有企业薪酬制度的现状进行了分析，发现我国国有企业在薪酬管理方面存在着薪酬体系不完善、薪酬制度市场化程度低、企业工资保密制度不合理以及企业忽视非物质报酬等问题，并提出完善我国国有企业薪酬管理的主要对策，要在确立的薪酬设计原则的基础上，规范我国国有企业薪酬管理的内容及运行程序，克服僵化的管理方式不断提升薪酬管理的技巧。并以宝钢发展有限公司的薪酬管理作为实证，以期改进和完善国有企业目前的薪酬管理状况，真正使薪酬成为满足员工需求、留住人才、保持竞争力、构建组织与个人命运共同体的有效工具。8067 关键字： 国有企业；薪酬；薪酬制度；薪酬结构 The Problems and Countermeasures of the State-owned Enterprisesrsquo; Salary System Abstract: As the core of human resource management, enterprises compensation management system has been concerned by more and more people .Scientific salary management system is the source of enhanced enterprise cohesion and attraction. And it is also the important way of human management. This article analyses the present status quo of salary system in State-owned enterprises in China and find that there are many problems in salary management of State-owned enterprises, for example, the imperfect pay system, the low level of market-oriented remuneration system, the unreasonable enterprisesrsquo; pay secrecy and corporate neglecting of non-material compensation. In addition, it talks about the main countermeasures of perfecting the salary management of State-owned enterprises. The compensation design principles should be established on the basis of standard salary management of State-owned enterprises in China and run the program to overcome the rigid management and constantly improve salary management skills and reduce the development limit of salary management. Whatrsquo;s more, this passage takes Baosteel as an empirical of salary management to improve and perfect the present situation of salary management in State-owned enterprises. It truly makes salary satisfy the need of the employees, retain the talent, remain the competition and build effective instruments for organizational and inpidual destiny. （三） 国有企业薪酬制度问题存在的原因13 1、 政府对于企业监管力度不够13 2、 国有企业经营者经营行为短期化14 四、完善国有企业薪酬制度的对策16 （一） 完善国有企业薪酬体系16 （二） 国有企业收入分配透明化