CAJ | 학술논문

企业薪酬管理是企业吸引高素质人才，调动积极性和实现企业战略的关键管理环节。农垦企业在企业组织、经营模式和管理方式上都不同于其它企业，其薪酬制度设计和管理具有自身的特点和运行规律。文章以广西农垦集团有限责任公司为例，根据农垦集团发展战略和目标定位，结合农垦集团企业发展的实际和薪酬制度建设中存在的问题，提出了农垦集团面向新时期薪酬制度改革的思路和具体对策，希望能为我国农垦企业薪酬分配制度改革提供决策参考。
기업신수관리시기업흡인고소질인재，조동적겁성화실현기업전략적관건관리배절。농은기업재기업조직、경영모식화관리방식상도불동우기타기업，기신수제도설계화관리구유자신적특점화운행규률。문장이엄서농은집단유한책임공사위례，근거농은집단발전전략화목표정위，결합농은집단기업발전적실제화신수제도건설중존재적문제，제출료농은집단면향신시기신수제도개혁적사로화구체대책，희망능위아국농은기업신수분배제도개혁제공결책삼고。
Enterprise salary management is the key for attracting high-quality talent, giving full play of talents ＇ initiative and realize the enterprise strategy. Nongken Group is different from other enterprises in organization, business and management, its salary management system has its own characteristics and law. This paper takes Guangxi Nongken Group as example, combins the problems existing in the Nongken Group＇s actual conditions and salary system, then puts forward the thoughts and solutions of Nongken Group for the new salary system, hoping to provide suggestions for the reform of Nongken Group in China.