国有企业薪酬管理体系改革存在的问题及对策探究  

The existing problems and countermeasures in the reform of salary management system in state-owned enterprises

作　　者：孙海雨 Sun Haiyu(Guiyang public transport investment operation Group Co.,Ltd.,Guiyang,Guizhou,550000)

机构地区：[1]贵阳市公共交通投资运营集团有限公司,贵州贵阳550000

出　　处：《市场周刊》2024年第14期175-178,共4页Market Weekly

摘　　要：市场经济环境下,为调动员工的工作积极性和主动性,充分发挥国有企业在国民经济发展中的重要地位,实施薪酬管理体系改革是确保企业健康发展的必然选择。尽管国有企业实施了薪酬管理体系改革,但是在实际的改革过程中存在薪酬不公平、激励机制不足、绩效考核不合理以及薪酬体系不灵活的问题。为有效发挥薪酬管理的重要作用,解决薪酬管理体系改革中存在的问题,应该建立公平激励机制、优化绩效考核体系、设立薪酬合理化标准以及引入多元化激励手段。这对国有企业薪酬管理体系改革具有一定的参考价值。Under the market economy environment,in order to enhance the enthusiasm and initiative of employees and give full play to the important position of state-owned enterprises in the development of national economy,the implementation of salary management system reform is an inevitable choice to ensure the healthy development of enterprises.Although state-owned enterprises have implemented the reform of salary management system,there are some problems in the actual reform process,such as unfair salary,insufficient incentive mechanism,unreasonable performance appraisal and inflexible salary system.In order to effectively play the important role of salary management and solve the problems existing in the reform of salary management system,we should establish a fair incentive mechanism,optimize the performance appraisal system,set up the salary rationalization standard and introduce diversified incentive means.This has a certain reference value for the reform of salary management system in state-owned enterprises.

关 键 词：国有企业 薪酬管理体系 改革 

分 类 号：F272.923[经济管理—企业管理]