【正文】 ..................................................................................... 3 第二章 薪酬管理的理論綜述 ........................................... 4 薪酬與薪酬管理的涵義 .......................................................................... 4 ...................................... 4 ........................................ 5 薪酬管理的影響因素 .............................................................................. 5 ............................... 5 ............................... 7 ................................... 8 第三章 遼陽榮光釀造機(jī)械有限公司簡介 ................................ 11 遼陽榮光釀造機(jī)械有限公司的歷史沿革 ................................................. 11 遼陽榮光釀造機(jī)械有限公司的現(xiàn)狀 ........................................................ 11 第四章 遼陽熔光釀造機(jī)械有限公司員工薪酬管理中存在的問題及問題成因分析 13 遼陽熔光釀造機(jī)械有限公司員工薪酬管理中存在的問題 ........................13 ................................... 13 ，缺乏激勵(lì)作用。 ........................ 15 ，起不到激勵(lì)作用 ........ 16 ................................... 16 遼陽熔光釀造機(jī)械有限公司員工薪酬存在問題成因分析 ........................17 ............................ 17 薪酬沒有競爭性，缺乏激勵(lì)作用成因分析 .................. 17 ，起不到激勵(lì)作用成因分析 . 18 ............................ 18 第五章 遼陽熔光釀造機(jī)械有限公司員工薪酬管理的對策 .................. 20 提高企業(yè)員工薪酬水平的公平性 ...........................................................20 提高薪酬水平竟?fàn)幜? .............................................................................22 提高薪酬制度的功能 .............................................................................23 建立以市場為導(dǎo)向的薪酬管理機(jī)制 ........................................................25 第六章 結(jié)束語 ..................................................... 27 致 謝 .......................................................... 28 參考文獻(xiàn) .......................................................... 29 I 摘 要 隨著知識經(jīng)濟(jì)時(shí)代的來臨 ,高素質(zhì)的人力資源已經(jīng)成為二十一世紀(jì)企業(yè)當(dāng)今的戰(zhàn)略性資源。然而企業(yè)要在激烈的市場競爭中脫穎而出的重要途徑就是充 分開發(fā)、科學(xué)管理企業(yè)的人力資源。高新技術(shù)的迅猛發(fā)展，信息技術(shù)的廣泛應(yīng)用，互聯(lián)網(wǎng)的普及，全球經(jīng)濟(jì)趨向一體化。人力資源具有主觀能動性、再生性、增值性等特性，是生產(chǎn)要素中最積極最活躍的部分，居于主導(dǎo)地位。人力資本已超過物質(zhì)資本和自然資本成為最主要的生產(chǎn)要素和社會財(cái)富。對人力資源的開發(fā)和利用，已成為各類企事業(yè)單位和 社會組織時(shí)刻關(guān)注的重心。薪酬制度是企業(yè)人力資源管理理論的重要組成部分，每個(gè)企業(yè)都有自己的一套薪酬管理體系，但卻沒有一個(gè)企業(yè)會對自己的薪酬體系感到滿意，薪酬不是激勵(lì)員工的唯一方法，但卻是一個(gè)重要的方法，對于企業(yè)來說他是一把“雙刃劍”。 關(guān)鍵詞： 薪酬 薪酬體系 企業(yè)管理 II Abstract With the advent （ omitted） of knowledge economy, highquality human resources has bee a business in the 21st century strategic resources Today’ s society, changes with each passing day, the rapid renewal of knowledge, information transmission expansion of petitive enterprises. However, enterprises in the fierce market petition is an important way to full development, scientific management of enterprises, human resources, and corporate human resource development is the most important way of training employees. After the human society continues the industry civilization, enters the knowledge economy time. High technology and new technology swift and violent development, information technology widespread application, Inter popularization, global economy trend integration. In all resources the most precious human resources development and the use more and more are playing to the economical development the pivotal role. The human resources have the subjective initiative, the reproducibility, characteristics and so on the increment, is in the element of production is most positive the most active part, resides in the dominant position The human resources are one kind may the infinite development and the increment resources, can have the multi effect. The human capital has surpassed the material capital and the natural III capital bees the most main element of production and the public wealth Bees fountainhead which the economy, the wealth grow. To the human resources development and the use have bee each kind of enterprises and institutions and the social anization time attention center of gravity. Reasonable pensation system is one of the most basic incentive methods. It is related to the survival and development of staff is one of important index of enterprise development, but also must be considered one of the most important factors. Salary system enterprise human resources management is an important part of the theory of each enterprise has a salary management system, but without a enterprise will feel satisfactory salary and pensation system, is not the only way to motivate employees, but it is an important method for enterprise that he is, a doubleedged sword. Use proper can attract talents and retain talents, inappropriate use it could