浅析深圳富士康科技集团薪酬管理存在的问题及对策.docVIP

PAGE II 摘 要 薪酬管理制度是企业运营过程中的关键部分，科学合理的薪酬管理制度可以让员工与企业达成互惠互利的局面，对企业以及员工来说都有重要意义。所以本文以薪酬问题存在已久的深圳富士康集团为例对这一问题进行探讨，结合大量资料以及自身的理解与分析尝试找出完善适应我国国情的薪酬管理制度的方法。 因此本文以深圳富士康为例对于薪酬管理所存在的问题，如固定工资水平不高、管理人员薪酬偏高、薪酬缺乏竞争力、长期薪酬激励缺乏、浮动薪酬比例低等问题进行分析探讨，结合相关资料找出合适的方案改善集团所存在的问题，如高层管理者积极推进公司薪酬管理改进、加强企业文化建设、树立人本管理理念加大员工参与薪酬管理力度、增强员工的培训投入，以此有效的改善集团的薪酬问题，提高员工的归属感。 关键词：富士康 薪酬管理 可持续发展 ABSTRACT The salary management system is a key part of the enterprise operation process. A scientific and reasonable salary management system can allow employees and the enterprise to achieve a mutually beneficial situation, which is of great significance to the company and employees. Therefore, this article takes Shenzhen Foxconn Group, which has a long-standing salary problem, as an example to discuss this issue, and tries to find a method to improve the salary management system that suits Chinas national conditions by combining a large amount of data and its own understanding and analysis. So this article takes Shenzhen Foxconn as an example, regarding the problem of salary management, such as the fixed salary level is not high, the management salary is on the high side, the salary lacks the competitive power, the long-term salary incentive lacks, the floating salary proportion is low and so on the analysis discussion, combine the relevant information to find out the suitable plan to improve the existing problems of the group, for example, senior managers actively promote the improvement of company compensation management, strengthen the construction of enterprise culture, establish the concept of people-oriented management, increase the intensity of employeesparticipation in compensation management, and increase employeesinvestment in training, in order to effectively improve the groups pay issues, improve the sense of belonging to employees. . KEY WORDS: FOXCONN PAY MANAGEMENT SUSTAINABLE DEVELOPMENT. 目 录 TOC \o 1-3 \h \u 30307 一、引言 1 27994 （一）选题背景及意义 1 13891 （二）文献综述 2 14609 二 深圳富士康集团薪酬管理制度分析 3 9018