浅谈企业薪酬的保密和公开——以A公司为例  

A Brief Analysis on the Compensation Secrecy and Publicity——Taking A company as An Example

作　　者：王菲[1] 刘彦[1] 

机构地区：[1]昆明理工大学管理与经济学院,昆明650093

出　　处：《企业活力》2009年第9期29-31,共3页Enterprise Vitality

摘　　要：国内已有许多企业开始实施保密的薪酬制度,尽管如此,薪酬是保密还是公开仍颇具争议。薪酬是保密还是公开并不是绝对的,不仅要考虑企业的实际情况,调查员工的薪酬取向,还要把绩效考核与薪酬相结合,保证薪酬的分配公平;同时,设计好员工职务晋升路线可以实现员工自我激励,从而弥补保密薪酬对激励的减弱作用。另外,企业任何制度的顺利实施都离不开上下的沟通,对于十分敏感的薪酬问题更不例外。只有将薪酬保密和公开的优点相结合运用,才能发挥好薪酬稳定和激励员工的作用。Many companies have taken the secret compensation as their way to provide compensation in China. In spite of this,there has been a debated topic about compensation secrecy and publicity. Compensation secrecy or publicity is not absolute,not only to consider the actual situation of enterprises,investigate the salaries orientation of staff,but also to combine the performance appraisal and compensation to ensure a fair distribution of compensation. At the same time,to design the routes of staff position promot...

关 键 词：保密薪酬 薪酬公开 薪酬制度 

分 类 号：F272.92[经济管理—企业管理]