从传统薪酬到全面薪酬战略（From traditional salary to total compensation strategy）.docVIP

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从传统薪酬到全面薪酬战略（From traditional salary to total compensation strategy）.doc

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从传统薪酬到全面薪酬战略（From traditional salary to total compensation strategy）

从传统薪酬到全面薪酬战略（From traditional salary to total compensation strategy） Since 1990s, due to changes in the business environment, in the international business community, the traditional compensation strategy has gradually given way to the new enterprise compensation strategy based on the overall compensation strategy. So, why does this change happen? This article intends to carry on the brief analysis and the introduction. First, the connotation and characteristics of the traditional salary strategy Under the traditional salary strategy, the basic salary, the variable salary and the indirect salary, which are the three major components of the enterprise salary system, show the following characteristics: 1, basic salary. In the traditional salary strategy, basic salary employees get to work for the enterprise the most reward factors and its determinants depends mainly on three aspects: personnel engaged in specific work; maintenance needs to pay equity of employees within the organization; compared to other employers and market, industry or area the need to pay competitive salary. Among them, the value of specific work is the most critical factor to determine the level of employee compensation, and the evaluation of the work value is usually done through point of view and other job evaluation methods. In the traditional salary strategy, the basic salary of the enterprise is often divided into very fine and large number of grades, so as to meet the staffs promotion in the enterprise and the need to get a pay raise. Therefore, in this kind of salary under the guidance of the staff, the main concern is the promotion, rather than skill growth, even if it is related to the issue of skill, staff attention is often only the required skills growth, rather than a wide range of skill growth. For those who today we think those intrinsic personal ability very important features (flexibility, ability practice ability to judge and cooperate with others) will not pay an implicit contr