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来源：百度知道 编辑：UC知道 时间：2024/05/24 01:26:33
吸引到优秀的人才，每个企业都使出了浑身的解数，各出胜招。提高福利、强
调培训、提供发展机遇、期权制度等各项有吸引力的措施相继出台。在这场人
才争夺战中，薪酬是一项必不可少的因素，它最直观地反映了人才的价值定位。
因此，如何制定相应的薪酬策略，使之与企业的发展战略相匹配，是摆在人力
资源部面前的一个重要课题。对于在资金、规模、企业知名度同大企业相比处
于劣势的中小企业尤为如此。
本论文以薪酬管理理论和激励理论作为激励性薪酬设计的理论依据，并对
薪酬管理理论和激励理论进行了相应的阐述，通过对二手资料的搜集与整理分
析，运用了实证分析和规范分析、定量分析和定性分析相结合等分析方法，研
究内容主要包括:
只需要第一段
as the competition goes more and more fierce,the talent is becoming the key factor for an enterprise to achieve success.Each enterprise does its best to attract the clite.The measure like increasing the welfare,attaching great importance to the training,providing the chance and the stockoption system are implemented in the companies.In the contest of talent,the salary system is a compulsory part which indicates the value of the personal in the straightest way.Therefore how to make the salary system the agrees with the development strategy of a company is an important task in front of the HR department of every company.
In the increasingly competitive environment, talent is increasingly becoming a key factor in business success. For
To attract talented people, each enterprise has employed all the skills, the trick of wins. Improve welfare, strong
Transfer of training, providing development opportunities, options and other attractive system measures have been introdu