【正文】 ........13............................................................................. 12............................................................................. 12..................................................................... 114 員工激勵與薪酬管理存在問題的原因分析.......................................................12................................................................................................. 11..................................................................................... 10....................................................................................... 9............................................................................................... 73 企業(yè)員工激勵與薪酬管理中存在的問題.............................................................9....................................................................................... 7........................................................................................................... 6....................................................................................................... 5本研究的目的與意義................................................................................................ 52 薪酬與激勵的相關(guān)理論.........................................................................................5incentivepensation目錄摘要............................................................................................................................... 1ABSTRACTmotivation。pensationbusiness。oneandandstrongtoChina39。implementationforpaysuggestionsHopeprinciplestoincentives,longtermshortabinationimplementationsystem,performanceofstructure,reasonabledesigneffectiveFinally,soonesidednesspositionofnonstrategicremunerationsalariesisbasicdistributionegalitarianismseriously,conceptreasons:varietyofthebasis,analysisoneffectatosoidealisbenefits,onimperfect,systemtheissalaryincentiveissuesnumberthereareoursummedandincentivetheorydescribesreality,Basedpaythefullydemands,torationalestablishenterprisesChina39。anddevelopment.theimpactatoIncentivefallotherstafftheloyaltycohesionandincreasedinterpersonalinefficiency,tohavearemet,aresalaryemployee39。iftheincentive.theemployeespayforunmetlevelpayincentives,perspectiveFrommultilayeredsalariesareforandpensationlevelausuallymet,needsemployee39。whenoflownormalanwhichjobattitudesbehavior,perceptionbyemployeessalariesemployeesbycontract,apayandcreativity.Betweenenthusiasmtalentincentivestotoofspiritualmaterialonwhichthevaluecreatepotentialmaximizealsoofatonotthispaniesofpetition.selectionandresourceofresources,ofthetalentbehindthepetitivebeingmunity企業(yè)； 薪酬管理； 激勵激勵； 薪酬激勵A(yù)bstractThe希望這些建議能夠為我國企業(yè)薪酬激勵的實施提供有力的指導(dǎo)和借鑒，與大家共勉?；诂F(xiàn)實情況，本文首先介紹了薪酬激勵的有關(guān)理論，然后總結(jié)了我國企業(yè)薪酬激勵存在的若干問題：薪酬結(jié)構(gòu)不合理、業(yè)績評估體系不完善、注重短期效益、薪酬激勵不理想容易產(chǎn)生消極作用等，并在此基礎(chǔ)上分析了問題存在的各種原因：平均主義觀念嚴(yán)重、薪酬分配的基礎(chǔ)工作薄弱、薪酬的非策略性和薪酬構(gòu)成認(rèn)識的片面性等。薪酬激勵作用發(fā)揮的好壞直接影響到企業(yè)的生存和發(fā)展。從激勵的角度來說，員工的較高層次薪酬需求得到滿足的程度越高，則薪酬對于員工的激勵作用就越大。薪酬是個人和組織之間的一種心理契約，這種契約通過員工對于薪酬狀況的感知而影響員工的工作行為、工作態(tài)度以及工作績效，即產(chǎn)生激勵作用。論企業(yè)的激勵機(jī)制與薪酬管理摘要當(dāng)前國際社會的競爭日趨激烈，在經(jīng)濟(jì)競爭的背后，是人才的競爭，是人力資源的競爭，是人力資源開發(fā)水平和人才選用機(jī)制的競爭。而企業(yè)在這場競爭中，不僅要留住各種人才，而且要使其最大限度地發(fā)揮潛能，為企業(yè)創(chuàng)造更大的價值，這必然依靠企業(yè)實施物質(zhì)和精神方面的激勵優(yōu)勢來激發(fā)人才的積極性和創(chuàng)造性。一般情況下，當(dāng)員工的低層次薪酬需求得到滿足以后，通常會產(chǎn)生更高層次的薪酬需求，并且員工的薪酬需求往往是多層次并存的。反之，如果員工的薪酬需要得不到滿足，則很可能會產(chǎn)生消極怠工、工作效率低下、人際關(guān)系緊張、缺勤率和離職率上升、組織凝聚力和員工對組織的忠誠度下降等多種不良后果。因此，對我國企業(yè)建立合理的薪酬激勵機(jī)制要提出更高的要求，充分體現(xiàn)出薪酬的激勵功能。最后，提出有效對策：設(shè)計合理的薪酬結(jié)構(gòu)、建立科學(xué)的績效考評體系、實行短中長期激勵相結(jié)合的激勵方式，堅持三個公平原則。關(guān)鍵詞：internationalismoreineconomicpetitionthepetition,petitionhumanthelevelhumandevelopmentpersonnelmechanismTheinpetition,onlyretainvarietytalent,buttoitstogreaterforenterprise,isdependenttheandaspectsenterprisesimplementstimulateadvantageandindividualsorganizationsispsychologicalthiscontractstateforofaffectedtheofworkworkandperformance,produceincentive.Undercircumstances,levelspayansareitisproducehigherofneeds,demandstaffoftencoexist.theofemployeesahigherofdemandhigherforisgreaterConversely,thesneedsnottheylikelyslack,andstress,absenteeismturnover,org