畢業(yè)論文-薪酬制度與員工激勵(lì)問(wèn)題研究(編輯修改稿)
2025-02-14 07:43 本頁(yè)面
【文章內(nèi)容簡(jiǎn)介】 公平性。一、提高薪酬制度的激勵(lì)功能 公平和效率是矛盾的統(tǒng)一體，經(jīng)過(guò)博弈達(dá)到的均衡狀態(tài)，才能夠使二者達(dá)到帕累托最優(yōu)。一味地追求公平可能會(huì)犧牲效率，而只追求薪酬制度的激勵(lì)作用，可能會(huì)傷害了普通職工的工作熱忱和積極性。所以在提高薪酬制度激勵(lì)作用上，應(yīng)該掌握一種度，過(guò)猶不及。如何把握這種度呢?應(yīng)該持具體單位具體對(duì)待的態(tài)度?？鐕?guó)企業(yè)由于其所處的環(huán)境競(jìng)爭(zhēng)激烈，那么應(yīng)該加強(qiáng)激勵(lì)的程度，鼓勵(lì)優(yōu)秀員工的創(chuàng)新精神，給與他們較優(yōu)厚的待遇，尤其是高層管理人員，更應(yīng)該加強(qiáng)激勵(lì)的因素。 目前，國(guó)際上最普遍的就是，以股票性期權(quán)為代表的激勵(lì)性薪酬管理制度。股票期權(quán)通常是指給以管理人員，按某一事先確定對(duì)固定價(jià)格購(gòu)買公司股票的選擇權(quán)。如果股票價(jià)格上漲，并獲得利潤(rùn)。股票期權(quán)能引導(dǎo)企業(yè)的高層管理者，在較長(zhǎng)的一段時(shí)期內(nèi)自覺(jué)關(guān)心企業(yè)的利潤(rùn)，而不是只關(guān)心一時(shí)一事，因?yàn)橥ǔＧ闆r下，股票的選購(gòu)期期限比較長(zhǎng)，這大大的刺激了管理者工作的熱情，如果經(jīng)營(yíng)管理出色，他們將有一筆非常豐厚的獎(jiǎng)勵(lì)。美國(guó)的一項(xiàng)調(diào)查顯示，90%的大公司實(shí)行管理人員和總經(jīng)理獎(jiǎng)勵(lì)制度。另一項(xiàng)調(diào)查顯示，70%的小企業(yè)有類似的計(jì)劃，其中50%的公司對(duì)經(jīng)營(yíng)者實(shí)行增股權(quán)。另一種比較有激勵(lì)作用的薪酬制度，就是自助餐式的福利制度。在當(dāng)今社會(huì)，作為外在報(bào)酬的福利制度越來(lái)越受到人們的重視。人們不再僅僅關(guān)注基本的工資是多少了，一些創(chuàng)新性福利的措施更能吸引和留住優(yōu)秀人才。比如:自助餐(自選)式的福利制度。公司列示出一系列的福利方式，員工按照他所應(yīng)該享有的級(jí)別和其意愿選擇其所最需要的福利方式，然后提出申請(qǐng)。這樣就打破了福利制度的單一性。雖然和以前所享有的福利水平的貨幣價(jià)值是一樣的，但是這種體驗(yàn)式選擇能夠產(chǎn)生很強(qiáng)的激勵(lì)作用，也能增加員工的滿意度。這種理念的福利系統(tǒng)，雖然可能會(huì)增加人事單位一些工作，但人事單位本著服務(wù)員工的立場(chǎng)，還是應(yīng)該多多推廣“自選式的福利制度”。 總之，企業(yè)薪酬制度是一項(xiàng)復(fù)雜而龐大的工程。只有對(duì)薪酬制度進(jìn)行多方面、全方位的設(shè)計(jì)，才能保證薪酬的公平性和科學(xué)性，充分發(fā)揮薪酬制度的激勵(lì)和約束作用，使薪酬成為一種完成組織目標(biāo)的強(qiáng)有力工具。隨著知識(shí)經(jīng)濟(jì)的到來(lái)，人力資源也開(kāi)始成為企業(yè)的重要資源，員工的薪酬管理始終是核心環(huán)節(jié)之一，也是企業(yè)管理的重要內(nèi)容，薪酬管理的直接目標(biāo)是提高員工的滿意度，吸引并挽留優(yōu)秀員工。最終目標(biāo)是使薪酬成為企業(yè)盈利的有力工具。ag an employment tribunal clai Emloyment tribunals sort out disagreements between employers and employees. You may need to make a claim to an employment tribunal if: you don39。t agree with the disciplinary action your employer has taken against you your employer dismisses you and you think that you have been dismissed unfairly. For more informu, take advice from one of the organisations listed underFur ther help. Employment tribunals are less formal than some other courts, but it is still a legal process and you will need to give evidence under an oath or affirmation. Most people find making a claim to an employment tribunal challenging. If you are thinking about making a claim to an employment tribunal, you should get help straight away from one of the organisations listed underFurther help. ation about dismissal and unfair dismissal, seeDismissal. You can make a claim to an employment tribunal, even if you haven39。tappealedagainst the disciplinary action your employer has taken against you. However, if you win your case, the tribunal may reduce any pensation awarded to you as a result of your failure to appeal. Remember that in most cases you must make an application to an employment tribunal within three months of the date when the event you are plaining about happened. If your application is received after this time limit, the tribunal will not usually accept i. If you are worried about how the time limits apply to you If you are being represented by a so
試題試卷相關(guān)推薦
鄂ICP備17016276號(hào)-1