薪酬管理不应忽视外部劳动力市场  

Emolument management should not ignore external labour market

作　　者：徐刘芬[1] 纪晓东[2] 

机构地区：[1]聊城大学管理学院,山东聊城252059 [2]沈阳东软软件股份有限公司,南京210008

出　　处：《沈阳工程学院学报（社会科学版）》2010年第1期65-68,共4页Journal of Shenyang Institute of Engineering:Social Science

摘　　要：从第二次世界大战到20世纪80年代,企业的人力资源主要通过内部劳动力市场进行配置,结果导致薪酬管理主要采取内部视角,强调内部公平性、职位评价和员工对薪酬的满意度。然而,随着经济全球化、自由化的不断深化,内部劳动力市场正面临着被外部劳动力市场替代的新挑战。因此,薪酬管理应该从以前的只注重组织内部标准转向关注外部劳动力市场的作用以及薪酬的外部竞争力问题。From Second World War to 1980s enterprise＇ s human resource mainly deploys by internal labour market, results cause that emolument management mainly takes internal visual angle, emphasizes internal equity, post evaluation and employee＇ s satisfaction degree with emolument. However, along with the continual deep of economy globalization and freedom,internal labour market is facing the new challenge replaced by external labour market. Therefore, emolument management should turn to pay attention to the effect of external labour market and external competitive ability of emolument from only pay attention to internal standard.

关 键 词：薪酬 劳动力市场 职位评价 市场定价 

分 类 号：F270[经济管理—企业管理]