论文部分内容阅读
薪酬管理是企业人力资源管理的核心内容,薪酬体系是吸引人才、留住人才的关键,薪酬体系的设计对企业核心竞争力的影响显著。传统国有房企存在岗位编制没有标准,人均效能低,薪酬体系无法充分反映个人对企业的贡献等问题。如何完善和优化企业的岗位编制与薪酬体系,是解决国有企业人力资源的核心问题。本文将以Z公司为例,通过与行业数据的比对,深入分析影响Z公司组织效能的因素,并从组织岗位体系、编制配比体系、绩效管理体系与薪酬激励体系四方面给出思路与建议。
Compensation management is the core content of human resources management. Pay system is the key to attract talents and retain talents. The design of compensation system has a significant impact on the core competitiveness of enterprises. Traditional state-owned housing enterprises there is no standard post preparation, low per capita efficiency, the pay system can not fully reflect the individual contribution to the enterprise and other issues. How to perfect and optimize the post establishment and salary system of enterprises is the key issue to solve the human resource of state-owned enterprises. This article will take Z Company as an example, through the comparison with the industry data, deeply analyzes the factors that affect the company’s organizational effectiveness, and gives the train of thought from the four aspects of the organizational post system, the preparation of the matching system, the performance management system and the salary incentive system Suggest.