民营企业薪酬管理诊断与优化策略（Diagnosis and optimization strategy of salary management in private enterprises）.docVIP

民营企业薪酬管理诊断与优化策略（Diagnosis and optimization strategy of salary management in private enterprises） The problems of salary management in private enterprises First, pay fair attention to the procedures for defining the salary limits Generally speaking, private bosses will pay attention to the salary management fairness in various level -- the owners of essential factors of production income equity, the same level of employee compensation, employees of different grades of horizontal equity of vertical equity, but they often only pay attention to the salary design fair results, and ignored the definition of fair compensation procedures pay attention to. In the opinion of some private bosses, as long as the employees are paid equal to their relative value, or rather with their contribution to the enterprise, design and operation of compensation framework is the black box operation or white box operation is not important. Therefore, in the initial stage of growth, a considerable number of private enterprises have chosen the framework of black box operation. Two, the salary definition lacks rational strategic thinking When discussing the problem of salary design, the enterprise considers more about the principle of equity, the principle of compensation or equal interest, the principle of transparency, etc., and lacks the rational strategic thinking about the definition of the whole salary. The strategic guiding principle of salary design is to combine the construction of enterprise salary system with enterprise development strategy, and make enterprise salary system or salary plan become important lever to realize enterprise development strategy. The principle is natural dynamic, mainly because the enterprises strategic management is essentially a dynamic management. Many private enterprises do not think much about their own development strategy, let alone consider the strategy of human resources to support the development strategy of enterprises. Three, ignore the internal