國(guó)有企業(yè)人員薪酬管理問題與對(duì)策建議

20頁(yè) 1.6萬字

摘要：

隨著國(guó)有企業(yè)改革的不斷深化，多年形成的平均主義分配制度正在被打破，管理者的激勵(lì)受到各方面的重視，管理者薪酬管理存在許多問題有待解決。本文在對(duì)國(guó)有企業(yè)管理人員薪酬管理現(xiàn)狀研究基礎(chǔ)之上,發(fā)現(xiàn)很多國(guó)有企業(yè)薪酬形式單一，薪酬長(zhǎng)期激勵(lì)不足，管理者收入分配不規(guī)范等問題十分突出。最后,針對(duì)以上問題提出了政府應(yīng)加快壟斷行業(yè)改革，穩(wěn)步推行管理者年薪制和股權(quán)激勵(lì)計(jì)劃；企業(yè)應(yīng)科學(xué)進(jìn)行管理者業(yè)績(jī)考核等改進(jìn)建議。
關(guān)鍵詞：國(guó)有企業(yè); 管理人員; 薪酬管理


Abstract:

With the reform of state-owned enterprises continued to deepen over the formation of egalitarianism in the distribution system are being broken, encouraging managers by all the attention, managers pay administration there are many problems to be solved. Based on the management of state-owned enterprises to pay Management research foundations, found that many state-owned enterprises in the form of a single salary. lack of long-term incentive pay, income distribution managers such problems is very conspicuous. Finally, proposed in view of above question the government should speed up the monopoly profession reform, carries out the superintendent yearly salary system and the stockholder's rights drive plan with steady steps; The enterprise should the science carry on improvement suggestion and so on superintendent achievement inspection.
Key words: state-owned enterprises; managers; pay management


目 錄
摘要………………………………………………………………………………………………1
Abstract …………………………………………………………………………………………1
引言…... …………………………………………………………………………………………1
1薪酬及薪酬管理的基本內(nèi)容………………………………………………………………….2
1.1現(xiàn)代企業(yè)薪酬的基本理論………………………………………………………………. 2
1.2薪酬管理 ………………………………………………………………………………4
1.3現(xiàn)代薪酬管理發(fā)展的趨勢(shì)………………………………………………………………. 7
2國(guó)有企業(yè)管理者薪酬管理的現(xiàn)狀描述………………………………………………….…....7
2.1國(guó)有企業(yè)管理人員的構(gòu)成情況 …………………………………………………………8
2.2當(dāng)前國(guó)企管理人員薪酬構(gòu)成情況………………………………………………………. 8
2.3當(dāng)前國(guó)有企業(yè)管理人員薪酬制度改革的實(shí)踐………………………………………......8
3當(dāng)前國(guó)有企業(yè)管理人員薪酬管理的問題表現(xiàn)………………………………………………10
3.1管理者薪酬水平確定缺乏依據(jù)………………………………………………………….11
3.2國(guó)企管理人員業(yè)績(jī)考核制度存在較大弊端…………………………………………….11
3.3薪酬管理制度缺乏長(zhǎng)期激勵(lì)…………………………………………………………….12
3.4對(duì)大部分國(guó)企管理人員激勵(lì)強(qiáng)度不大………………………………………………….12
3.5重視“外在薪酬”而忽視“內(nèi)在薪酬”……………………………………………….12
3.6推行管理者薪酬制度改革的配套措施不到位………………………………………….13
4完善國(guó)有企業(yè)管理人員薪酬管理的對(duì)策建議………………………………………………14
4.1加快壟斷行業(yè)改革……………………………………………………………………….14
4.2制定嚴(yán)格科學(xué)的績(jī)效考核體系………………………………………………………….14
4.3重視內(nèi)在薪酬制度的設(shè)計(jì)……………………………………………………………….15
4.4完善各種配套措施，穩(wěn)步推進(jìn)管理者薪酬改革……………………………………….15
結(jié)論……………………………………………………………………………………………... 17
參考文獻(xiàn)……………………………………………………………………………………… 18
致謝…………………………………………………………………………………………….. 18