新《劳动法》下缺勤工资的计算摘要：考勤管理是人力资源管理日常事务的重要内容之一，有效的出勤率保证组织正常运行内部工作顺利开展的重要前提。然而要实现100%的出勤率几乎是不可能的，作为人力资源管理者就必然要面对如何处理缺勤，以及与之相对应的缺勤工资的核算问题。薪酬作为劳动关系管理的重要组成内容，也往往是最容易出现劳动纠纷的部分。新劳动合同法的执行，使得企业在人力资源体系战略设计和整体薪酬体系设计等许多方面也面临新情况，新问题，需要规划，分析和解决。以缺勤工资的计算为例目前存在很大的问题，计算方法也有很多，因此有必要研究和规范。本文就新劳动合同条件下企业薪酬体系设计及缺勤工资的计算进行研究讨论，以期抛砖引玉。关键词：缺勤工资，工资考核，劳动薪酬TheabsentwagecalculationunderthenewLaborLawAbstract:Attendancemanagement,humanresourcemanagementanimportantpartofdailyaffairs,effectiveattendancetoensurethenormaloperationoftheinternalorganizationanimportantprerequisiteforthesmoothoperations.However,toachieve100%attendanceisalmostimpossible,ashumanresourcemanagerswillinevitablyhavetofacehowtodealwithabsenteeism,andabsenteeismcorrespondingwageaccounting.Payasanimportantcomponentoflaborcontentofrelationshipmanagement,butalsooftenthemostvulnerablepartofthelabordispute.Implementationofthenewlaborcontractlaw,makingtheenterprisesinstrategichumanresourcesystemsdesignandoverallcompensationsystemdesign,andmanyarealsofacingnewsituationsandnewproblems,needtoplan,analyzeandsolve.Theabsenceofwagecalculation,forexamplethereisabigproblematpresent,therearemanycalculations,itisnecessarytostudyandnorms.Inthispaper,anewlaborcontractconditionsandtheabsenceofcorporatecompensationsystemdesignstudyanddiscussthecalculationofwages,inordertostartadiscussion.Keywords:absenteeismwages,wageassessment,paylabor目录1缺勤的概述.............................................................................................................................11.1缺勤的概念与缺勤的认定..............................................................................................11.2缺勤工资的含义..............................................................................................................12缺勤工资的核算.....................................................................................................................12.1缺勤工资核算的方法介绍..............................................................................................12.2缺勤工资核算模式..........................................................................................................22.2.1企业利益最大化管理模式........................................................................................22.2.2企业利益与员工利益相对平衡的管理模式............................................................32.2.3员工利益优先的管理模式........................................................................................33缺勤工资的影响.....................................................................................................................43.1缺勤工资核算的影响因素..............................................................................................43.2不同缺勤工资计算方法下的案例分析..........................................................................53.3资计算方法的改变对企业的影响..................................................................................63.3.1工资考核是制订人力资源规划的依据...........................
