年终岁尾是各企业内部盘点的时候,每到此时可能会产生许多问题和困惑。为了在日趋激烈的人才竞争中树立优势,企业所面对的关乎人员的问题变得尤为重要,其中包括人才的使用、如何有效的激励、怎样提升核心员工的忠诚度等等。在与“人”相关的众多问题中,薪酬永远作为一个基本的、客观的、长期的问题而存在。企业在薪酬管理过程中面对更多的是薪酬设计、调整的问题:应该如何调整薪酬结构?调整的依据是什么?如何提高员工对薪酬的满意度?如何有效地发挥薪酬的激励作用?等等。而一些企业往往在开始时就进入到具 Year-end is the end of the year when the internal inventory of enterprises, each time there may be many problems and confusion. In order to establish the advantage in the increasingly fierce talent competition, the personnel-related problems faced by enterprises become particularly important, including the use of talents, how to effectively motivate them, how to enhance the loyalty of core employees and so on. Of the many issues related to “people,” pay always exists as a fundamental, objective, long-term problem. How to adjust the salary structure? What is the basis of the adjustment? How to improve the employee's satisfaction with the salary? How to effectively exert the incentive effect of the salary? Wait. Some companies tend to get started with it