国有企业薪酬管理存在的问题及改革措施

摘  要

21世纪的竞争是人才的竞争，如何有效地吸引和保留人才，已经成为越来越多的企业关注的焦点。薪酬管理作为人力资源管理的核心内容,又是企业之间争夺人才的重要手段，自然而然成为企业和众多专家学者研究的重点。目前，作为国家经济支柱的国有企业，在激烈的市场竞争中面临着极大的挑战，人才流失率高严重制约着企业的创新和发展。基于这种情况，本文运用文献资料和逻辑分析等方法展开对全文的论述。首先介绍了薪酬的概念、构成和功能，然后进入到本文研究的重点：国有企业薪酬管理中存在的问题和改革措施。文章分别从五个不同的角度剖析了影响我国国有企业发展的因素——行政干预，薪酬不公平，缺乏有效的绩效考核机制，缺乏长期激励，福利模式单一。最后又分别针对这五个方面的问题提出了有效地解决措施。

关键词：国有企业  薪酬管理  激励

ABSTRACT

21 competition is a competition. How to effectively attract and retain talent, has become the focus that more and more enterprises cencerned. Pay management as the core content of human resources management, and the important means for the people among enterprises, naturally becomes the focus of the study for enterprises, many experts and scholars. Currently, as a national economic pillar, the state-owned enterprises are facing great challenges in the fierce market competition. A high rate of brain drain has hampered the innovation and enterprise development seriously. Based on this situation, the article used the method of documentary and logic analysis by the start of exposition. First introduce the concept of pay, composition and function. Then this paper entered the study focus: management of state-owned enterprises’ paying existed problems and the reformed measures. The article from five different aspects analyzed the factors of constrainting China's state-owned enterprise development---- administrative intervention, unfair pay, the lack of effective mechanisms for evaluating the performance,lack of long-term incentives, a single welfare model. Finally, respectively, against the five aspects ,the article proposed effective measures to solve.

Key words: state-owned enterprises  salary management  incentive

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