摘要
随着中国经济的发展和管理环境的变化，面对新一轮的人才竞争，传统的薪酬管理制度已不能适应逐渐变化的发展环境，因此，建立合理的薪酬管理制度是每个企业急需解决的问题。薪酬管理是人力资源乃至整个企业管理的核心内容之一，在企业现代化体制建设中有着非常重要的地位。而且企业的竞争就是人才的竞争，如何吸引人才、激励人才、留住人才是企业管理中一个永恒的课题。所以，合理有效的薪酬制度能激发员工的积极性与主动性，促使员工努力实现企业目标，提高企业效益，保证企业的可持续发展。本文首先分析了亚细亚纺织厂薪酬管理的相关概念及理论进行了论述，然后对其中的一些常见问题及产生原因进行了一些分析，并就此提出一些对策，希望对其发展起到一定的帮助。
关键词： 薪酬管理,薪酬体系,企业发展战略,发展对策,岗位评价
Abstract
Along with the change of China's economic development and management environment, in the face of a new round of competition, the traditional salary management system has been unable to meet the developing environment, gradually change therefore, establishing a reasonable salary management system is the urgent problem. Competition management is one of the core contents of human resource and the enterprise management, plays a very important role in the construction of modern enterprise system. But the competition is the talent competition, how to attract, motivate talent, retain talent is an eternal topic in enterprise management. Therefore, a reasonable and effective compensation system can stimulate employee enthusiasm and initiative, and encourage staff to achieve the goal of enterprise, improve enterprise efficiency, guarantee the sustainable development of enterprises. This paper first analyzes the concept of Asia textile factory salary management and theory are discussed, and then made some analysis on some common problems and reasons, and puts forward some countermeasures, hope to guide and help the development of.
Kay words：salary management, salary system, enterprise development strategy, development countermeasure, job analysis
谈亚细亚纺织厂的员工薪酬管
