薪酬管理外文参考文献及翻译 第6页
1、Compensation and achievements suspension hook
The pure high Compensation cannot play the drive role, this is a viewpoint which each Compensation design aspect textbook and the material repeatedly stress, only then only then can arouse staff's enthusiasm fully with the achievements close union Compensation. But looked from the Compensation structure that, the achievements wages appearance enriched the Compensation connotation, the past that kind of sole deathly stiff Compensation system already more and more have been few, displaces was and individual achievements and the team achievements close suspension hook nimble Compensation system. Increases in the Compensation the drive ingredient, the commonly used method includes: (1) enlarge achievements wages (bonus) and welfare proportion.(2) enlarge increase scope wages (fluctuation wages) proportion.(3) nimble elastic man-hour of system.(4) the staff the collaborator who manages as the enterprise. But (5) the foundation which calculates compensation by the skill and the achievements achievement is not a work load.
2、wide band Compensation structure
Wages rank reduction, but between each kind of position rank wages may overlapping. The wide band Compensation structure may say but is for coordinates the organization flattening to measure the body to make to order, it has broken the hierarchical system which the traditional Compensation structure maintains, is advantageous guides the staff in the enterprise shifts the attention from the position promotion or the Compensation rank promotion to individual development and ability enhances the aspect, has given the achievements outstanding candidates quite great Compensation rise space. The employee drove long-term, the Compensation stockholder's rights goal is in order to the talented person and the technology who detain the key, stable staff troop. Its way mainly has: The staff stock choice plans (ESOP), the stock increment power, the hypothesized stock plan, the stock option and so on.
3、 takes the Compensation and team's relations
Take the team as the foundation development project, emphasized in the team cooperates working more and more popular, adapts with it, should aim at the team to design the special drive plan and the Compensation plan, its drive effect the simple single drove the effect is better than. The team rewards the plan to suit the population to be few especially, emphasis cooperation organization.
4、Compensation refinement
The Compensation refinement first is the Compensation constitution refinement, in the past planned economy time that kind sole, the deathly stiff Compensation constitution already no longer met the modern enterprise's need, displaced was the multiplication, multi-level, the nimble new Compensation constitution. Next is the specialist Compensation 原文请找腾讯752018766优-文;论~文.网
http://www.chuibin.com refinement, avoid as far as possible “all at once ”procedure. For example, the job evaluation, the achievements performance review system, the different position level and the heterogeneity post examination and critique should formulate the standard separately.
5、Compensation system transparence
Should publicize about the Compensation payment way transparently, this question always has the quite great dispute. Looked from the recent material that, supports the transparence the call to be more and more high, because keeps secret after all the Compensation system causes the drive function which the Compensation should have to sell at a discount greatly. Moreover, implements the security Compensation system the enterprise to appear such phenomenon frequently: The intense curious psychology causes the staff through each kind of channel to inquire colleague's amount of wages, caused the security Compensation which just formulated very quickly to turn transparently, even if formulated the strict secrecy system very to be also difficult to prevent this kind of phenomenon. Since the security Compensation does not play the security role, was inferior uses the transparent Compensation directly. Implements the Compensation transparence, in fact has transmitted this kind of information to the staff: Company's Compensation system, is not the unnecessary concealment, the Compensation high person to have its high truth, low person also innate its deficiency; Welcome all staffs to supervise its fairness, if has the unsatisfied place to own Compensation, may give the comment or the appeal. The transparence is actually the establishment in fair fair and the public foundation, includes following several procedures specifically: (1) lets the staff participate in the Compensation the formulation, when formulation Compensation system, leads besides various departments, also should have certain quantity staff representative. When (2) job evaluation, uses the straightforward procedure as far as possible, makes it easily to understand.(3) issue document in detail explains the wages to the staff the formulation process. After (4) evaluation formulates the wage payment system, the description is by all means must detailed, does not let the staff have the misunderstanding as far as possible.(5) sets up a staff mailbox, explains the staff as necessary in the Compensation aspect question, processes the staff to sue..上一页 [1] [2] [3] [4] [5] [6]
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