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Enterprise salary reward management
Salary
the
overall
function
of
function
and
management
of
human
resource
that
reward
is
consistent
also
for
is
can
attract
and
encourage
the
human
resource
needed
by
enterprise
from
labor economy angle speak salary reward
have three great merits can: guarantee function,
courage
function and regulation
function .Referring to the angle of management
function the salary with
reasonable
establishment reward management system is every
problem that enterprise needs solve.
In
recent years ,as enterprise manages, mechanism
change and establish modern enterprise system
step
by
step
needs,
the
built
in
wages
degree
of
assignment
system
of
enterprise
the
self
who
changes
enterprise into gradually from government behavior
.Therefore how to meet market needs
establish
with
modern
enterprise
system
appearance
the
supplement
salary
,that
suits
enterprise
self
development
reward
management
system
and
distribution
scheme,
high
limit
land
development enterprise human resource
can become every important program of current
Chinese
enterprise.
Salary
the substance that rewarded, it is that
enterprise, for employee, is the contribution done
by
enterprise
that
function
and
purpose
salary
reward
,
include
realization
Jig
effect,
the
corresponding repayment and that effort
,tine ,knowledge ,ability ,experience and creation
pay that
paid out or thank .
Essentially , it is a kind of fair distribution
principle that exchanges or trades
and
has
embodied
socialist
market
economy.
And
according
to
contribution
distribution
for
implicit the meaning of
the exchange of equal value of intrinsic, have
reflected the law of value of
the
market of labor force.
Salary
the
overall
function
of
function
and
management
of
human
resource
that
reward
is
consistent, it is also to be to attract
and encourage the human resource needed by
enterprise. Say
from labor economy
angle , salary reward have three great merits can:
guarantee function, courage
function
and
regulation
function.
Referring
to
the
angle
of
the
management
of
human
resource
salary reward should embody and play
mainly its encourage function.
The
existent problem of the traditional wages degree
of assignment system is internal to lack fair
sense,
the
external
income
degree
of
assignment
system
that
lacks
the
traditional
state-owned
enterprise of competition ability major
special Zhen is implement planned instruction and
policy
regulation
,wages
management
system
from
in
the
restriction
that
gets
planned
economy
,
employee
Ian
can
reality
play
will
not
often
arouse
the
notice
of
people
,so
,the
distribution
of
wages
is
major
to
wait
according
to
standing,
educational
background,
title
and
administrative
rank , and overlook as every employee
does, work analysis, do not more consider the
discrepancy
of working post and the
contribution of employee.
For realizing
enterprise goal fully .It is very fair that this
kind of system look, but actually is for
working
value
negate,
is
hard
to
embody
trunk
the
good
dry
difference
of
bad,
horizontal
difference in degree, its recruit do
not enter person also reserve do not live person
,is internal to
lack fair sense ,is
external to lack competition ability.
Salary
reward
is
the
contribution
that
enterprise
does
for
employee
for
enterprise,
include
realization Jig
effect, the time ,knowledge ,ability ,experience
and creation pay that paid out are
corresponding as paying to repay or
thank ,are a kind of fair distribution principle
that exchanges
or trades and has
embodied socialist market economy essentially, and
according to contribution for
implicit
the meaning of the exchange of equal value of
intrinsic, have reflected the law of value of
the market of labor force.
On
knowledge
with
the
mistake
district
in
operation
pass,
the
function
understanding
that
rewarded for salary on pass frequently
in quite ,notice salary only the function of
health protection
that rewards, and
have overlooked salary reward encourage function.
No matter going to work, do
not perform
duty from time to time , have to enterprise to
make contribution ,
”
go to
work to take
money
“
have become perfectly
justified; Bonus in considerable level on have
lost the meaning of
award, become
regular additional wages. What enterprise employee
accumulates for a long period
is
that
inertia
and
safe
sense
make
salary
reward
and
have
lost,
should
be
some
to
encourage
function .
Though
along
with
enterprise,
being
thorough
as
reforming,
the
manager
of
human
resource
also
begins
to
explore
new
method
on
salary
rewards
system,
but
when
designing
distribution
scheme often lack for modern salary reward the
knowledge of theoretical and design
method , make scheme deviate from the
law of value of the market of labor force.
Now,
in
the
wages
system
of
state-owned
enterprise
and
the
most
of
domestic
joint
stock
companies,
do
not
consider
that
outside
and
internal
balance
of
distribution
are
balanced .
The
management of human
resource replace labor personnel management not
the simple displacement
of noun, it
signifies that from thought and theory , the
method of arriving is basic as utilizing to
change .Thus each manager must meet the
development of socioeconomic culture; system
accepts
new
management
thought
,
theory
and
method
,sets
up
the
brand-new
management
concept
of
human resource.
Design
salary
scientifically
to
reward
the
distribution
scheme
Japanese
economic
friendship
association
of
central
section
encourage
condition
for
the
first
big
small
and
medium
sized
business
to
third
production
department
carry
out
investigation
,show
as
a
result .
In
initiating
vigor factor wages the only row
position of 8th ,and in weakening vigor factor
,wages row is in the
first
place .It
is
been
wages
high
that
this
explains
and
can
not
initiate
vigor
,and
wages
low
definite
reduction
,vigor
,therefore
the
difference
in
degree
of
pay
for
promote
employee
enthusiasm
aspect
influence
great.
Now
a
lot
of
western
companies
in
salary
reward
aspect
the
experience
of
having
explored
some
successes
,
share
for
example
profit
,
profit
share
,stock
option ,employee holds share that
plan(EOSP), is balanced to tally to block ,key Jig
effect index
and group team spirit ,and
when establishing salary to reward policy ,have
considered the relation
of short period
,mid-team and long-team pay fully ,and design for
special talent
“
special
salary
reward scheme
“
,purpose is to make salary
reward distribution scheme with encourage machine
made, arouse creativity and the working
enthusiasm of employee group team fully.
Reward
salary
to
fit
into
market
economic
category
manage
will
salary
reward
fit
into
market
economic category mange ,from the
distribution mechanism , three distribution
management big
aspects and degree of
assignment system , carry out bold innovation .
The degree innovation
of
assignment
system
is
basic
,
distribution
machine
made
innovation
is
crucial
,management
innovation is
basic.
Establish in order to press Lao
distribution is main part. According to the salary
the distribution of
factor of
production reward distribution structure
establishment press Lao distribution with press
factor
of
production
distribution
combination
get
up
salary
reward
the
degree
of
assignment
system ,it is the
inevitable requirement of the development of
socialist market economy, therefore
modern
enterprise
salary
reward
distribution
with
press
factor
of
production
the
basic
general
layout distribution . Part is the
income degree of assignment system in the low in
cost ,part is in
tax Hour the degree of
essential factor of assignment system of low in
profit, make salary reward
the
technical ,knowledge capital profit of
distribution scheme design and employee labor
income
and employee appearance suit .