M集团绩效考核与薪酬体系研究
发布时间：2018-09-01 16:26
【摘要】：绩效考核与薪酬体系的设计影响着任何企业的发展,在一定程度上决定着企业的命脉,所以在人力资源的管理中是非常重视此环节的。同时,绩效考核与薪酬激励之间有着密切的联系,绩效考核的结果可以直接用在薪酬设计上,换言之,绩效考核与薪酬管理是相互挂钩的。随着21世纪知识经济时代的到来,部分企业的绩效考核与薪酬体系已经赶不上经济的发展,表现出一定的滞后性,这种不健全不科学的管理机制一方面会挫伤员工积极性,降低工作效率,另一方面会阻碍整个企业的经济发展,因此企业绩效考核和薪酬体系的设计完善是很重要的,对于企业来说可以完善管理；从整个市场经济的大背景看,也符合当前经济发展的趋势。 本文是以M集团企业为例子,针对该企业绩效考核与薪酬体系,找出不确切的方面,剖析原因,最终目的是结合当前在企业中运用比较普遍的方法,建立和完善企业的绩效考核与薪酬体系。在绩效考核中,主要利用平衡计分卡对部门重新考核,并在员工考核中主要引进了360度考核法。在薪酬体系的设计上,同样引用了先进的人力管理方法,重新确定了岗位等级和岗位工资系数等因素,并加入了精神薪酬等激励因素。 总之,本文通过理论与实践的结合,建立和完善绩效考核与薪酬体系,不仅仅是对M集团具有重要的作用,而且对整个担保行业的绩效考核与薪酬体系的设计发展具有一定的意义。
[Abstract]:The design of performance appraisal and compensation system affects the development of any enterprise, and to some extent determines the lifeblood of the enterprise, so it is very important in the management of human resources. At the same time, there is a close relationship between performance appraisal and salary incentive, the results of performance appraisal can be directly used in the design of compensation, in other words, performance appraisal and salary management are interrelated. With the coming of knowledge economy era in the 21st century, the performance appraisal and salary system of some enterprises have been unable to catch up with the development of economy, showing a certain lag. On the one hand, this unsound and unscientific management mechanism will dampen the enthusiasm of employees. Reducing work efficiency on the other hand will hinder the economic development of the whole enterprise. Therefore, it is very important to perfect the design of enterprise performance appraisal and salary system, and it is very important for the enterprise to perfect management; from the background of the whole market economy, Also in line with the current trend of economic development. This article takes M Group as an example, aiming at the performance appraisal and compensation system of this enterprise, finds out the imprecise aspect, analyzes the reason, the ultimate goal is to combine the present application in the enterprise more universal method, Establish and improve the performance appraisal and compensation system of enterprises. In the performance appraisal, the balanced scorecard is mainly used to re-evaluate the department, and 360 degree assessment method is mainly introduced in the staff appraisal. In the design of salary system, the advanced manpower management method is also cited, and the factors such as post rank and post wage coefficient are re-determined, and the incentive factors such as spiritual compensation are added. In a word, through the combination of theory and practice, this paper establishes and consummates the performance appraisal and compensation system, not only plays an important role in M Group. And the whole guarantee industry performance appraisal and salary system design development has certain significance.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.39
本文编号：2217735
[Abstract]:The design of performance appraisal and compensation system affects the development of any enterprise, and to some extent determines the lifeblood of the enterprise, so it is very important in the management of human resources. At the same time, there is a close relationship between performance appraisal and salary incentive, the results of performance appraisal can be directly used in the design of compensation, in other words, performance appraisal and salary management are interrelated. With the coming of knowledge economy era in the 21st century, the performance appraisal and salary system of some enterprises have been unable to catch up with the development of economy, showing a certain lag. On the one hand, this unsound and unscientific management mechanism will dampen the enthusiasm of employees. Reducing work efficiency on the other hand will hinder the economic development of the whole enterprise. Therefore, it is very important to perfect the design of enterprise performance appraisal and salary system, and it is very important for the enterprise to perfect management; from the background of the whole market economy, Also in line with the current trend of economic development. This article takes M Group as an example, aiming at the performance appraisal and compensation system of this enterprise, finds out the imprecise aspect, analyzes the reason, the ultimate goal is to combine the present application in the enterprise more universal method, Establish and improve the performance appraisal and compensation system of enterprises. In the performance appraisal, the balanced scorecard is mainly used to re-evaluate the department, and 360 degree assessment method is mainly introduced in the staff appraisal. In the design of salary system, the advanced manpower management method is also cited, and the factors such as post rank and post wage coefficient are re-determined, and the incentive factors such as spiritual compensation are added. In a word, through the combination of theory and practice, this paper establishes and consummates the performance appraisal and compensation system, not only plays an important role in M Group. And the whole guarantee industry performance appraisal and salary system design development has certain significance.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.39
【参考文献】
相关期刊论文 前2条
1 朱苏岩;企业管理的核心:绩效管理[J];技术经济;2003年09期
2 刘利珍;;试论薪酬管理发展的趋势[J];科技情报开发与经济;2007年08期
，本文编号：2217735
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