| 浅析企业战略性薪酬策略 |
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| 引用本文： | 张茜琳.浅析企业战略性薪酬策略[J].经济与管理,2006,20(12):51-54. |
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| 作者姓名： | 张茜琳 |
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| 作者单位： | 东北财经大学,研究生部,辽宁,大连,116025 |
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| 基金项目： | 江苏省教育厅2005年度高校哲学社会科学基金课题 |
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| 摘 要： | 薪酬作为人力资源管理中战略性激励机制的焦点之一,是员工为企业工作所追求的个人目标和工作动机产生的源泉,是决定企业战略性激励有效性的关键变量。应从设计业绩工资制度、根据战略要求选择工资政策、注重内在薪酬的激励作用、关注薪酬设计的沟通交流及让员工参与薪酬制度的设计与管理等方面着手制定薪酬策略,提高企业人力资源激励效率。
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| 关 键 词： | 薪酬 战略性激励 薪酬策略 业绩工资制度 |
| 文章编号： | 1003-3890(2006)12-0051-04 |
| 收稿时间： | 10 16 2006 12:00AM |
| 修稿时间： | 2006年10月16 |
On Construction Enterprises Pay Strategies |
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| ZHANG Qian-lin.On Construction Enterprises Pay Strategies[J].Economy and Management,2006,20(12):51-54. |
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| Authors: | ZHANG Qian-lin |
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| Institution: | Department of Graduate,Dongbei University of Finance and Economics, Dalian 116025, China |
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| Abstract: | Pay is one of focus factors in the strategic incentive mechanism of human resources management.It is the source that staffs who work for enterprises pursue their personal goals and motivation also the key variable for strategic motivating effectiveness.We should design merit pay system,make wage policy choices according to strategy,pay attention to the incentive of internal pay,pay attention to communication on the pay-design and let staff involve in the design of pay system and management so that enterprise will lead market. |
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| Keywords: | pay strategic motivating pay strategy merit pay system |
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