薪酬管理外文参考文献及翻译 第3页
(5)设立一个员工信箱，随时解答员工在薪酬方面的疑问，处理员工投诉；(6)有弹性、可选择的福利制度。
公司在福利方面的投入在总的成本里所占的比例是比较高的，但这一部分的支出往往被员工忽视，认为不如货币形式的薪酬实在，有一种吃力不讨好的感觉；而且，员工在福利方面的偏好也是因人而异，非常个性化的。解决这一问题，目前最常用的方法是采用选择性福利，即让员工在规定的范围内选择自己喜欢的福利组合。
7、薪酬信息日益得到重视
外部信息：指相同地区、相似行业、相似性质、相似规模的企业的薪酬水平、薪酬结构、薪酬价值取向等，外部信息主要是通过薪酬调查获得的。能够使企业在制定和调整薪酬方案时，有可以参考的资料。
内部信息：主要是指员工满意度调查和员工合理化建议。满意度调查的功能并不一定在于了解有多少员工对薪酬是满意的，而是了解员工对薪酬管理的建议以及不满到底是在哪些方面，进而为制定新的薪酬制度打下基础。
The Compensation management has the extremely important status in enterprise's modernized system construction, we thought generally the Compensation management must achieve three goals: First, can guarantee staff's normal life, also is the basic life need; Second, can enhance staff's work enthusiasm, also drives the effect; Third guarantee enterprise's profit growth, also is the profit sustainable growth. Now enterprise's Compensation management, should say the first goal all can achieve generally, so long as your request is not the extremely high speech, I thought the present enterprise all can achieve this goal. But enterprise's Compensation system must achieve a higher goal to have to have the thorough plan.
We knew the enterprise the drive measure mainly has three kinds: The Compensation drove, the sentiment drove, the system keeps the human. The sentiment drove mainly is refers to between staff's working conditions, colleague's between relations as well as upper and lower layer relations and so on, in the concrete operating processes it may be said but is " because of business different ", you may through between the enlarge and staff's dialogue, enhance staff's and so on to complete this project in business management process participation degree. The system keeps the human, mainly is refers in the process which the enterprise develops, enterprise policy which is promoted to staff's position, if the enterprise can 原文请找腾讯752018766辣-文;论~文.网
http://www.751com.cn ", this was the Compensation drive policy defeat. The enterprise in carries out in this policy process, must consider the question are very many, mainly has following two points: Staff's psychological expected value, staff's psychological equilibrium sense.
1、staff's psychological expected value
In the Compensation system management process, we discovered the different staff's psychological request is different, medium echelon cadre possible need 1000 Yuan to be able to arouse his work enthusiasm, but arrived on a concrete staff body possible so long as 200 Yuan might complete the similar effect. If therefore you have given administrative personnel 500 Yuan or give worker 50 Yuan not to get up the drive effect, if you have given them 2000 Yuan, 400 Yuan, is to the enterprise resources one kind of waste, has enlarged enterprise's cost of operation. This can get up the biggest drive effect smallest cost to the staff we to be called staff's psychological expected value. In concrete implements in the process, we possibly must be able to obtain this value through many times test. It does not have a concrete common practice, the possible base pay is 5000 Yuan staff's psychological expected values is 2000 Yuan, but another unit is engaged in the identical work the base pay is 2000 Yuan staff's psychological expected values only then 500 Yuan, therefore it needs our " concrete question, analyzes " specifically.
2、staff's psychological equilibrium sense
The Compensation function is the drive, drove not only a prerequisite is must achieve fair, the fair concept is the leader and the worker must stand in the identical level line, moreover to the staff who is engaged in the same work also must have the similar policy. According to the investigation, one of primary causes which the staff leaves job on cannot obtain the fair treatment, always occupies in the work one kind the condition which constrains, does not leave, his working efficiency cannot be very high.上一页 [1] [2] [3] [4] [5] [6] 下一页
薪酬管理外文参考文献及翻译 第3页下载如图片无法显示或论文不完整，请联系qq752018766
