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薪酬分配是人力资源部门管理的主要内容,科学的薪酬分配能够让员工意识到多劳多得、少劳少得、经济收益与责任风险息息相关,从而促进员工在工作岗位上积极工作,并且通过自我能力的提升来增加自己的薪酬分配。通常情况下,薪酬分配是根据相关人力资源理论知识来确定的,在具体实践过程中会出现某些不适应情况,这就反应在薪酬分配的有失公平上面。本文首先简要分析了薪酬分配对员工绩效工作的影响,然后细致讨论了提升薪酬分配管理工作质量的方法策略。
Remuneration distribution is the main content of human resource department management. Scientific remuneration remuneration can make employees realize that more work is done, less work is less, economic benefits are closely related to the risk of liability, so as to promote employees to actively work in the work place, Ability to increase to increase their own salary distribution. Under normal circumstances, the distribution of remuneration is based on the theoretical knowledge of human resources to determine certain inconsistencies in the specific practice of the process, which reflects the unfair pay distribution above. This paper first briefly analyzes the impact of remuneration distribution on employee performance, and then discusses in detail ways and means to improve the quality of remuneration assignment management.