薪酬分析（Compensation analysis）.docVIP

薪酬分析（Compensation analysis） Analysis of compensation.Txt36 love is a ray of sunshine, let your mind even in the cold winter can feel the warmth of spring; love is a clear spring, let your emotions over the years even if the dust is still clear net. Salary management is one of the core content of human resource management and enterprise management, not only to the economic accounting and benefit of the enterprise, and is closely related to the vital interests of employees compensation management is the core issue is how to scientifically and rationally according to their contribution to the organization to determine the difference between the salaries of the staff, the establishment of a fair, open and fair salary system. Reasonable and effective compensation system can not only stimulate employee enthusiasm and initiative, and encourage staff to achieve business goals, improve enterprise efficiency, but also can attract and retain a good quality and competitive staff team in the knowledge economy under the intense competition for talents. First, the main problems in enterprise compensation management (I) internal imbalance in pay Internal imbalance is characterized by too large or too small pay gap. The survey found that people were concerned about the level of pay differential, even about the absolute level of pay. Under the condition of market economy, equalitarianism and big pot is not a place to live in. More and more people demand of distribution according to work and more work in order to reflect the real fair. At the same time, the individual difference, the capability and the performance will bring income difference, and the only difference to make fair and reasonable compensation to play its advanced and can be both encouraged by most people, too large or too small can cause employee dissatisfaction. The gap is too large, refers to the difference between the salary difference between the excellent staff and the ordinary staff, the difference of Daewoo work