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时下,“345”薪酬策略大行其道,为广大企业所重视。所谓“345”薪酬策略,就是把4个人的薪酬分配给3个人,使其创造出5个人的价值。其本质是人均产出和人力资源效率的提高。更准确地说,这是人力资源成本投入产出比(Return on human resource cost,简称“ROHRC”)的提高。对于企业人力资源部来说,“345”薪酬策略也是提醒人力资源工作应该时刻围绕ROHRC值的提高而开展,通过建立完善的组织运
Nowadays, “345 ” pay strategy is popular, for the majority of enterprises attach importance. The so-called “345 ” pay strategy, is the distribution of four individuals to three individuals, so that it creates the value of five individuals. Its essence is the per capita output and the improvement of human resource efficiency. More precisely, this is an improvement on the return on human resource cost (“ROHRC”). For enterprise human resources department, “345 ” remuneration strategy is also reminded that human resources work should always be carried out around the ROHRC value increase, through the establishment of a sound organization of transport