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当前,基于战略目标设计薪酬激励体系已经成为主流。战略性薪酬管理体系设计理念的提出,对激励企业员工、节约经营成本以及提高动态适应能力,构建核心竞争能力,最终实现企业经营战略都起到重要作用。然而,对于大多数民营企业来说,其薪酬管理制度与企业经营战略处于脱钩或者分离状态,导致企业过分注重短期效果,忽视或者放弃了薪酬对企业长期发展具有的巨大影响。民营企业要建立起完善的战略型薪酬体系,首先就要从注重短期效果的思维框架中挣脱出来。
At present, the design of pay incentive system based on strategic objectives has become the mainstream. The proposal of strategic salary management system design philosophy plays an important role in motivating employees, saving operating costs, improving dynamic adaptability, building core competitiveness and ultimately realizing business strategy. However, for most private enterprises, the remuneration management system decouples or separates from the enterprise management strategy, leading enterprises to pay too much attention to the short-term effect, ignoring or giving up the enormous impact that remuneration has on the long-term development of the enterprise. Private enterprises to establish a sound strategic pay system, we must first focus on short-term effects from the thinking framework to break free.