改革开放40年民营企业薪酬体系优化设计研究  

On the Optimization of Salary System of Private Enterprises in 40 Years of Reform and Opening

作　　者：玛丽娜 刘亚男 甘晓成 MA Li-na;LIU Ya-nan;GAN Xiao-cheng(Xinjiang University, Urumqi, Xinjiang 830046, China)

机构地区：[1]新疆大学政治与公共管理学院

出　　处：《邢台职业技术学院学报》2019年第2期41-47,共7页Journal of Xingtai Polytechnic College

基　　金：教育部人文社会科学研究新疆项目——“新疆文化产业发展战略研究”,项目编号:12XJJC790001

摘　　要：随着改革开放40周年的到来,经济飞速的发展,民营企业的竞争已经转化为人力资源的竞争。员工是企业的价值创造者,是企业的第一生产力。根据调查显示,公司员工流动率大、离职率高、工作状态懈怠的主要原因是公司的薪酬体系不完善,员工的薪酬满意度低,最终导致薪酬对员工没有吸引力、没有激励力。文章选择了东北地区的一家民营家具公司为研究对象,通过对公司进行现状分析,发现公司薪酬体系存在的问题,包括人员结构比例不合理、薪酬制度缺乏激励性等,从而导致企业经营业绩平平、人员流失严重。最后基于以上问题提出相关优化建议以供参考。With the coming of the 40 th anniversary of reform and opening up and the rapid development of the economy, the competition of private enterprises has been transformed into the competition of human resources.Employees are the value creator and the first productivity of enterprises. According to the survey, the main reason for high employee turnover rate, high separation rate, slack working status is that the company salary system is not perfect, and the employee salary satisfaction is low, which eventually leads to the salary being unattractive and uninspiring to employees. This paper chooses a private furniture company in the Northeast region as the research object. Through the analysis of the current situation of the company, it finds that there were problems in the compensation system of the company, including unreasonable personnel structure ratio and lack of incentive of the compensation system. As a result, the business performance of the company was poor and the employee turnover rate was high. Based on the above questions, some suggestions are put forward for reference.

关 键 词：薪酬管理 激励性 优化设计 

分 类 号：F272.92[经济管理—企业管理]