工程企业员工薪酬激励研究
摘要
薪酬激励体系关系到员工的切身利益和企业整体目标的实现，企业能否制定与设计出一套最能有效激励员工的薪酬激励体系成为大多数企业进一步发展所迫切需要解决的一个关键问题。尤其是国有建筑施工企业，面对知识经济时代的到来，应加强和规范内部人力资源管理，制定一套合理且适应企业内外环境的，具有激励作用并有利于加强企业核心竞争力的薪酬激励体系，从而为企业持续稳定发展提供动力。
本文以湖南省第六工程有限公司员工的薪酬激励体系为具体实例，通过对其薪酬激励现状存在问题进行探究，问题存在于薪酬水平偏低、薪酬结构单一、薪酬激励不足和薪酬公平缺失。依据薪酬体系设计的指导思想和基本原则，对其薪酬激励体系进行设计，确定了岗位工资+技能工资+工龄工资合理而全面的薪酬体系，并对薪酬激励体系进行前后比较，发现新的薪酬激励体系有明确岗位职责、完善薪酬制度、健全激励机制等优点，最后对这次论文进行总结。
关键词：工程企业；薪酬激励；薪酬体系
Abstract
Salary incentive system relates to the realization of employees’ vital interests and the overall goal of the enterprise. It is very crucial for enterprises to formulate and design a set of efficient salary incentive system if they want to get a further development.
Especialy state-owned construction enterprises, faced with the arrival of the knowledge economy, they should strengthen and regulate the internal human resource management, develop a reasonable salary incentive system which is adapted to both internal and external environment. The system should be motivative and can enhance the core competitiveness of the enterprise. Thus it can provide the power of stable development.
This paper takes hunan sixth engineering Co., LTD. staff salary incentive system for example and have a research on the current problems of the system. The problem lies in the low salary level, single salary structure, deficiency of salary incent and salary equity. According to the guiding ideology and basic principle of the designer, I redesigned the salary incentive system, determined a reasonable and comprehensive salary incentive system which is position salary + skill salary + seniority salary. Compared the two systems, we can easily find that the new salary incentive system have advantages of making clear the job responsibility, improve the salary system and salary incentives. The last is a summary of this paper.
Key words: Engineering Enterprise; salary incentive ; salary system
