企业薪酬经管现状问题探讨.docVIP

PAGE / NUMPAGES 武汉轻工大学 第 二 学 位 毕 业 设 计（论 文） 设计(论文)题目：我国企业薪酬经管现状及问题地探讨 姓 名 学 院 专 业 年 级 指导教师 2013年 12月 17日 摘 要 薪酬是现代文化单位不可或缺地竞争和激励手段,科学地薪酬体系对外应具有竞争力,对内应体现公平性、合理性.我国企业长期以来却一直将薪酬经管或者说企业内部收入分配问题当成是一个独立地系统对待,再加上我国市场化深度不够,尤其是劳动力市场发育地不完善,以及企业人力资源系统发育地不成熟,造成我国企业在薪酬经管方面总是处于四处救火地状态,经常是为了解决一个棘手地薪酬问题,却又在不知不觉中落入另外一个薪酬陷阱,在具体地薪酬体系设计以及薪酬经管过程中,由于基本理念地错误严重阻碍了我国经济地发展步伐. 因此,本文通过对薪酬经管基本理论地解读,分析了我国企业薪酬经管中存在地现状及问题进行分析,希望找出相关对策,以改变我国企业薪酬体系现状. 关键词：薪酬经管；工资；奖励；问题；现状 Abstract Pay is an integral part of modern culture unit competition and incentives , science should have a pay system of external competitiveness , internal should reflect fairness, reasonableness . Our business has been a long time will pay management or internal income distribution as a stand-alone system to treat , with Chinas market-oriented deep enough, especially in the development of the labor market imperfections , as well as human resource development system is not mature , resulting in the pay of corporate management is always in fighting around the state , often in order to solve a thorny problem remuneration , but fall into another trap unknowingly remuneration , in particular pay system design and compensation management process, because the basic idea of the error seriously hindered the pace of Chinas economic development . Therefore, this paper through the basic theory of compensation management analysis, analysis of the current situation and problems of enterprise compensation management exists for analysis, hoping to find countermeasures to change the status quo of Chinas enterprises pay system . Keywords : Salary Administration。 wages 。 reward 。 problems 。 Status 目 录 1 薪酬经管概述 1.1薪酬及薪酬经管 5 1.2 薪酬经管地演变和发展 5 1.2.1平均化工资产生 5 1.2.2工资地差异化产生 5 1.2.3等级制度工资产生 5 1.2.4薪酬多样化地产生 6 2.目前我国企业地薪酬经管现状分析 2.1政府干预过多 6 2.2薪酬理论落后 8 2.3工资与职位高低挂钩 8 2.4结构不合理,经管混乱 8 2.5考核不科学,激励作用不明显 8 3.企业薪酬经管中存在地主要问题分析 3.1 薪酬设计不科学 3.1.1薪酬微观结构不合理8 3.1.2 薪酬制度与企业经营战略