核心人才因企业薪酬设计不合理而离职的比比皆是。本文力图设计一套对内公平,对外有竞争力的薪酬体系。核心员工的流失对企业来说是灾难性的损失。核心员工的离职有很多因素,但被其他企业有竞争力的薪酬所吸引而跳槽的比比皆是。因此,企业要留住他们,应建立一套合理的薪酬体系。本文从分析某制造型企业高技术、高管理、高技能(以下简称“三高”)人才队伍打造人手,力求探索出一套适合于制造型企业,吸引并稳定核心员工的薪酬管理制度。一、“三高”人才构成水平,及时调整针对核心员工的薪酬体系。三高人才薪酬制度的设计总体思路是:以提升和培育企业核心竞争力为目的,充分发挥员工潜能为根本,能力评价和业绩考核为依据,充分运用3P薪酬理念、职位评估、宽带薪酬等理念和技术,合理优化、调整工资结构和工资水平,搭 The core talent for corporate pay design unreasonable leaving and abound. This article seeks to design a set of internal compensation system that is fair to the outside world. The loss of core staff is a catastrophic loss to businesses. There are many factors in the departure of core employees, but they are attracted by the competitive pay of other companies and are absent. Therefore, enterprises should retain them, should establish a reasonable salary system. This article analyzes a manufacturing enterprise’s high-tech, high-management, high-skilled personnel (hereinafter referred to as the “three high”) to create manpower, and strive to explore a set of suitable for manufacturing enterprises, to attract and stabilize the core staff compensation management system . First, “Three-high ” talent composition level, timely adjustment for the core staff pay system. The general idea of ​​the design of the salary system for the three high talents is to fully utilize the potentials of employees as the basis, to evaluate the performance and to perform performance appraisal, and to make full use of the concepts of 3P remuneration concept, job evaluation and broadband remuneration for the purpose of enhancing and cultivating the core competitiveness of enterprises And technology, rationalize and adjust the wage structure and wage levels, take