薪酬管理球体理论与实践（Theory and practice of sphere in salary management）.docVIP

薪酬管理球体理论与实践（Theory and practice of sphere in salary management） The advantages and disadvantages of the traditional salary management pattern analysis, pointed out that the salary management must be the three elements of sphere theory, fluid coordination for enterprise development, can really play the best effect of incentive. The combination of self service salary and broadband salary is the best practice of sphere theory, which is helpful to the humane orientation of salary management. Key words: salary management; sphere theory Because of the influence of planned economy for a long time, the salary pattern of Chinese enterprises has a certain degree of administrative color. With the development of market economy, especially after Chinas entry into WIO, it means that China will be included in the orbit of international development. Different mode of production, way of life, way of life and fully impact we have been accustomed to the old rules of the game and the mode of thinking, in the face of new problems in the development of enterprises, it is necessary to the development trend of salary management at home and abroad have a clear understanding of. First, the traditional salary management mode analysis In the traditional salary model, China and the West have their own representatives. The west is characterized by performance pay, while China, especially in state-owned enterprises, has long been promoted by wage system. Both of them have different humanistic environment, and there are differences in the direction of encouragement, each has its advantages and disadvantages. Under the framework of neoclassical labor wage theory, the wage rate determined by the external labor market is equal to the marginal benefit of the labor cycle of a single production cycle, and then equal to the marginal cost of effort. At this point, enterprises need to improve the level of pay to make up for the marginal increase of effort costs to obtain higher levels of employee efforts.