【正文】 限財力，因為普通員工在勞動力市場上，特別在人口眾多的城市郊區(qū)是嚴重供大于求的。另一方面，從內(nèi)部來看，非關(guān)鍵崗位的薪酬水平較高，相比較而言，關(guān)鍵崗位的薪酬水平就偏低，就會增加了關(guān)鍵崗位、重要崗位職工的不公平感。眾所周知，企業(yè)的薪酬水平在人才市場，甚至全社會中要一定有吸引力，才能吸引和留住人才，才能戰(zhàn)勝競爭對手。如果關(guān)鍵員工、核心員工的收入較社會標準水平偏低，外部競爭力就會比較弱，必然使企業(yè)想留的人留不住，導致企業(yè)人力資源結(jié)構(gòu)嚴重不合 理。員工對薪酬差距又愛又恨，這給薪酬改革帶來了很大阻力，即使有很好的想法也無法去實施。 4 南京 DE閥門廠薪酬管理體系再設(shè)計 南京 DE閥門 廠薪酬體系設(shè)計的思路 通過對南京 DE閥門廠的薪酬設(shè)計，打破原有的薪酬體系格局，重新設(shè)計企業(yè)的薪酬結(jié)構(gòu)，進行一次薪酬再造，建立一個新的在現(xiàn)代激勵理論指導下，將企業(yè)經(jīng)營狀況與員工薪酬水平緊密結(jié)合起來，把員工的收入和工作績效緊緊結(jié)合起來，從而能最大限度地調(diào)動員工積極性、主動性和創(chuàng)造性，增強員工的責任感和緊迫感，提高工作效率，增加工作業(yè)績，為達到企業(yè)發(fā)展目標做出最大貢獻，適應內(nèi)外環(huán)境變化，保障企業(yè)長期穩(wěn)定健康發(fā)展的新薪酬體系。 一線生產(chǎn)人員質(zhì)量計件薪酬制 (1)基本思路 該廠現(xiàn)有車工、銑工、刨工、磨工、鉗工等一線操作工人 195人，他們的薪酬實行質(zhì)量計件薪酬制。計件薪酬制是按照員工生產(chǎn)的合格產(chǎn)品的數(shù)量或完成作業(yè)量，按預先規(guī)定的計件單價計算薪酬的一種薪酬形式。一方面，以崗位標準工資，來保持職工的基本薪酬 ； 另一方面，將員工收入與個人績效考核相掛鉤。 品質(zhì)系數(shù) :其基準值為 1，每天各工段進行質(zhì)量記錄，月底時根據(jù)品質(zhì)系 數(shù)考核標準或增或扣，得到當月的品質(zhì)系數(shù)。 ②確定技能工資 技能工資通過技術(shù)等級來確定，而技術(shù)等級由技術(shù)考核的結(jié)果來進行確定。 ③崗位津貼的確定 各班長、值班主任是基層一線操作員工，同時又是基層管理人員，針對其管理崗位責任發(fā)給崗位津貼，每人每月補助 50元。 1 The meaning of pensation and pensation management Salaries and pay the content management Compensation is that the staff turn towards the anizations to provide labor or services and access to various forms of reward or return, is anization paid to their employees of all labor remuneration. Compensation management is the process of enterprise managers refers to the remuneration paid standards of staff, the level of the elements to determine thestructure, distribution and adjustment. The respect of traditional pensation management is material reward, with little consideration on the behavioral characteristics of manager。s staff mentality changed: With the staff39。 The work cause possibility of larger harm to staff。s goals and intentions of managers to employees, correspond the relationship between staff and enterprises, and promote the consistent of staff’ action and enterprises correspond. On the other hand, the reasonable of pensation’ differentials and structure can effectively mediate the conflict between the employees, and harmony the human relationships. ② From the point of view of the employee, pensation has the following functions: First, the reproduction of labor ensure functions. Staff through the labor and services exchange for pensation, so that they could meet the need of food, clothing, shelter, with the basic needs of life, thereby achieving a reproduction of labor force. Second is to achieve functional value. Compensation is an evaluation for enterprises to pay for their employees, also is the recognition of staff capability and level, is the returns of the implement of individuals value, and the signal of successful promotion, it reflects the employees’ relative position and function in enterprises, it can make the staff have a sense of achievement and satisfaction, and thus inspire greater enthusiasm for the work. Third， reasonable pensation will be strong the trust of enterprise by staff ,buildup the expected increase risk of psychological sense of security and a sense of security for the staff. ③ From the point of view of the social, pensation has the relocate function of labor force resources for the social. Most people will be willing to the higher pensation regions, departments and the post. As a manager can use the difference pensation to guide human resources reasonable flow, promote the effective distribution for human resources, implement the human resources development and maximize efficiency. In addition, pensation also can apply the occupational value and types of work by people, pensation level to a certain extent reflect the types of work or social values, thereby adjust the people39。s personal interests, is involved in every anization, the whole munity, and even the entire country39。s goals. Therefore, not only to study some kind of motivation how is, more crucial to examine how to promote the management of a particular object have the motivation how to guide them with their full force to achieve a particular goal. Today39。s view, if we want to inspire someone, it is imperative to understand which hierarchy of needs by the person, then focused on meeting the needs of this level or above this level needs. Maslow39。s strategic goals. Greater extent on the existence of pensation to pensation, distribute the Equity and reasonable into the reform and development process as a goal and not what kind of pensation system will be favorable to corporate strategy and the implement of human resource strategy, Nanjing DE valve factory do not from their own strategies and the overall human resources strategy starting to reform and improve the pensation system, and do not foothold in the enterprise business strategy and human resources strategy, according to labor market, Finally formed enterprises pensation ma nagement system. Enterprises lack of management experience in professional human resources management sector in the medium and long term development strategy of Research and deposition to the enterprise, according to the external market and the development of enterprises and work out development strategies that suit the salary management system, lack of study on pensation management. Although enterprises also pay a certain of reform for pensation system in recent years, but these reforms are not from the height of corporate strategy and the enterprise fails to reflect the strategic objectives and positioning. The illogicality structure of pensation, with the disjoint of market level Due to the inference of traditional structure and the traditional concept, the existing pensation structure of enterprise is relatively average, no reasonable began gap, the price of enterprises pensation and labor market detached from the price of labor market, key positions in the pensation level below the external market pensation level and without external petition