路振英论企业的激励机制与薪酬管理

 论企业的激励机制与薪酬管理
 摘要
 当前国际社会的竞争日趋激烈，在经济竞争的背后，是人才的竞争，是人力资
源的竞争，是人力资源开发水平和人才选用机制的竞争。而企业在这场竞争中，
不仅要留住各种人才，而且要使其最大限度地发挥潜能，为企业创造更大的价值，
这必然依靠企业实施物质和精神方面的激励优势来激发人才的积极性和创造性。
薪酬是个人和组织之间的一种心理契约，这种契约通过员工对于薪酬状况的感知
而影响员工的工作行为、工作态度以及工作绩效，即产生激励作用。一般情况下，
当员工的低层次薪酬需求得到满足以后，通常会产生更高层次的薪酬需求，并且
员工的薪酬需求往往是多层次并存的。从激励的角度来说，员工的较高层次薪酬
需求得到满足的程度越高，则薪酬对于员工的激励作用就越大。反之，如果员工
的薪酬需要得不到满足，则很可能会产生消极怠工、工作效率低下、人际关系紧
张、缺勤率和离职率上升、组织凝聚力和员工对组织的忠诚度下降等多种不良后
果。薪酬激励作用发挥的好坏直接影响到企业的生存和发展。因此，对我国企业
建立合理的薪酬激励机制要提出更高的要求，充分体现出薪酬的激励功能。基于
现实情况，
 关键词： 企业； 薪酬管理； 激励激励； 薪酬激励
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 Abstract
 The international community is becoming more competitive in the economic
competition behind the talent competition, the competition of human resources, the
level of human resource development and personnel selection mechanism of
competition. The companies in this competition, not only to retain a variety of talent,
but also to maximize its potential to create greater value for the enterprise, which is
dependent on the material and spiritual aspects of enterprises to implement incentives
to stimulate talent advantage enthusiasm and creativity.
 Between individuals and organizations pay is a psychological contract, this contract
by state employees for salaries of employees affected by the perception of work
behavior, work attitudes and job performance, which produce an incentive. Under
normal circumstances, low levels of pay when an employee’s needs are met, it is
usually produce a higher level of compensation needs, and demand for staff salaries
are often multi-layered co-exist. From the perspective of incentives, employees pay a
higher level of unmet demand for higher pay for employees is the greater the
incentive. Conversely, if the employee’s salary needs are not met, they are likely to
have slack, inefficiency, and interpersonal stress, increased absenteeism and turnover,
organizational cohesion and loyalty to the organization staff and other adverse
consequences fall . Incentive pay to play a direct impact on the survival and
development. Therefore, China’s enterprises to establish a rational incentive to pay
higher demands, which fully reflects the incentive pay features. Based on reality, this
paper describes the theory of incentive pay, and then summed up our business there