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目前,在火电施工企业中大多普遍采用岗位绩效工资制的薪酬制度,其有自身优点,但是随着社会整体工资结构多元化及企业间人才竞争的加剧,单纯的绩效工资制的缺点与不适应性已充分暴露,单一的岗位绩效工资制已经不能够满足现在企业管理的需求。本文根据火电施工项目的特点以及管理方式,探讨在薪酬的保障因素以及激励因素之间进行的调整,强化薪酬的激励作用,薪酬以岗位责任、业绩、承担风险等重要因素确定,将薪酬向为企业关键、核心人才适当倾斜。
At present, most of the thermal power construction enterprises adopt the salary system of job performance salary, which has its own advantages. However, with the diversification of the overall wage structure and the intensification of talent competition among enterprises, the shortcomings and incommensurability of simple performance salary system Sex has been fully exposed, a single job performance salary system can no longer meet the current needs of business management. Based on the characteristics and management methods of thermal power construction projects, this paper discusses the adjustment of the guarantee factors and the incentive factors, and strengthens the motivation of the compensation. The compensation is determined by the important factors such as job responsibilities, performance and risk taking, Business-critical, appropriate tilt of core personnel.