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近几年来,薪酬管理逐渐成为人力资源管理最重要的核心内容。由于绩效薪酬制度涉及到整个企业的运营和方方面面的运转,所以薪酬管理,也就是工资管理设计体系这一制度运用得是否合理,与企业的整个命运息息相关。在21世纪的今天,越来越多的人关注到绩效薪酬制度这一体系。所谓薪酬(工资),它在本质上其实是一种合约。具有非强制性,代表一个人的劳作成绩。公司通过这种合约与劳动者形成一种契约关系,即劳动者付出体力或者脑力劳动,在规定时间内从公司获得相应的报酬的一种非强制性合约。随着社会的进一步发展,对于薪酬(工资)管理体系的改革,创新,提高也是整个社会发展的必然趋势。改革开放以来,我国经济水平得到迅猛发展,在经济不断向前发展的同时,一些制约企业发展的问题渐渐展露头角。首当其冲的就是人力资源管理。可以不夸张地说,全国大中小企业在人力资源管理方面都是问题重重,其中最重要的就是薪酬(工资)管理,各个企业也逐渐意识到这一点,于是在人力资源管理方面做出许多努力,随着人力资源管理水平的不断提高,企业内部绩效工资水平的提高也在不断刷新着企业管理的成绩单。科学而富有激励性的工资制度,不仅能增加劳动者的收入,让劳动者有强烈的归属感和安全感,也能提高劳动者的主人翁意识。同时,从企业的角度来讲,企业通过合理合法的劳动报酬的分配,不仅能提高劳动者的工作积极性,还会让企业在市场经济中良性运转,增强企业的凝聚力和向心力,为企业带来良好的社会效益和经济效益。与取得成绩相对应的另一面,我们也应该看到,尽管各企业积极调整自身的问题,但是,在薪酬管理体系设计中仍然存在这样或者那样不尽如人意的地方。本文作者通过大量的研究和调研,搜集了某国有大型煤矿工资设计体系的部分资料,对其进行仔细的研究和分析,探析出这个大型煤矿现行工资体系的诸多误区与问题,并针对这些实际问题,依据薪酬理论的法则,设计出适合国有煤矿现行体制的工资体系。
In recent years, salary management has gradually become the most important core content of human resource management. Because the performance pay system involves the operation of the entire enterprise and all aspects of operation, salary management, that is, the system of salary management design system is applied reasonably and is closely related to the overall fate of the enterprise. In the 21st century, more and more people pay attention to the system of performance pay system. The so-called salary (salary), which is essentially a contract. With non-mandatory, on behalf of a person’s work performance. Through this contract, the company forms a kind of contractual relationship with the laborer, that is, a non-mandatory contract in which the laborer exerts manual or mental work and obtains the corresponding remuneration from the company within the stipulated time. With the further development of society, the reform, innovation and improvement of the payroll (salary) management system are also the inevitable trends in the development of the entire society. Since the reform and opening up, the economic level of our country has witnessed rapid development. While the economy continues to move forward, some problems that restrict the development of the enterprise have gradually become more prominent. The first is the human resources management. It is no exaggeration to say that all SMEs in the country have problems in human resources management. The most important one is payroll (salary) management. As enterprises gradually realize this, they have made a lot of efforts in human resources management , With the continuous improvement of human resource management level, the improvement of internal performance salary level is also constantly refreshing the business management transcripts. A scientific and motivated wage system can not only increase the income of workers and give workers a strong sense of belonging and security, but also enhance the sense of ownership of workers. At the same time, from the point of view of the enterprise, through reasonable and legal distribution of labor remuneration, enterprises can not only improve the work enthusiasm of workers, but also enable enterprises to operate benignly in a market economy, enhance their cohesion and solidarity, and bring about enterprises Good social and economic benefits. On the other hand, we should also see that although enterprises actively adjust their own problems, there still exist some problems in salary management system design. Through a lot of research and investigation, the author has collected some materials about the design system of large-scale coal mines in some large-scale state-owned mines, carefully studied and analyzed them, and analyzed many misunderstandings and problems in the existing wage system in this large-scale coal mines. In response to these practical problems , According to the law of salary theory, designed a salary system suitable for the current system of state-owned coal mines.