李淼东定稿.doc

PAGEIII摘要招聘专员的工作职能是负责公司的招聘工作，负责人才招聘。人才又是公司核心竞争力的来源，招聘专员的工作质量对公司来说非常重要。公司给招聘专员提供的薪酬方案是否合理，是否足够优厚对招聘专员的工作积极性有极大的影响，也会进一步影响企业的人才招聘能力，乃至企业的核心竞争力。所以本文对此问题进行研究，以韶关市金星照明公司招聘专员薪酬设计方案为例进行研究。研究结果表明韶关金星照明公司招聘专员的薪酬设计方案主要存在招聘专员基本工资缺乏竞争力、绩效薪酬实际得分设置不合理、量化指标参数的设置不够全面、招聘专员非货币薪酬设置不足等四个问题，针对这些问题，本文制定了提升招聘专员的基本工资水平、改进绩效薪酬实际得分的设置、全面化设计招聘专员量化指标、完善招聘专员非货币薪酬设计等四项解决方案。关键词：招聘专员薪酬设计解决方案ABSTRACTThejobfunctionoftherecruitmentspecialististoberesponsibleforthecompany'srecruitmentworkandfortherecruitmentoftalents.Talentisalsothesourceofthecompany'scorecompetitiveness.Thequalityoftherecruiter'sworkisveryimportanttothecompany.Whetherthecompensationplanprovidedbythecompanytotherecruiterisreasonable,andwhetheritissufficientlygeneroushasagreatinfluenceontheenthusiasmoftherecruiter'swork,anditwillalsofurtheraffectthecompany'stalentrecruitmentabilityandeventhecorecompetitivenessofthecompany.Sothisarticlestudiesthisissue.TakingthesalarydesignschemeoftherecruiterofJinxingLightingCompanyofShaoguanCityasanexampletostudy.TheresearchresultsshowthatthesalarydesignschemeoftherecruiterofShaoguanJinxingLightingCompanymainlyhasfourproblems:thelackofcompetitivenessofthebasicsalaryoftherecruiter,theunreasonablesettingoftheactualscoreoftheperformancesalary,theinsufficientsettingofthequantitativeindexparameters,andtheinsufficientsettingofthenon-monetarysalaryoftherecruiter.Inresponsetotheseproblems,thisarticlehasformulatedfoursolutionstoimprovethebasicsalaryleveloftherecruiter,improvethesettingoftheactualscoreofperformancecompensation,comprehensivelydesignthequantitativeindicatorsoftherecruiter,andimprovethedesignofthenon-monetarysalaryoftherecruiter.KEYWORDS:Recruitersalarydesignsolution目录TOC\o"1-3"\h\uHYPERLINK\l_T