沙盘模拟式-绩效考核暨KPI+BSC、薪酬体系设计特训营(国外英文资料).docVIP

沙盘模拟式-绩效考核暨KPI+BSC、薪酬体系设计特训营(国外英文资料) Sanddish analogue - performance appraisal and KPI + BSC, pay system design special training camp Start time: August 25-26, 2011, |, guangzhou, September 16-17, 2011 September 22-23, 2011, | hotel, |, guangzhou, guangzhou, Hong Kong, September 24-25, 2011 -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- -- - Sand tray analogue - performance appraisal and kpis + BSC, pay system design special training camp program outline (zhu huyyou) Lesson description How to evaluate the value of a companys position properly? How to build a competitive compensation system? Why do companies increase labor costs faster than incomes? How to control the total compensation? When it comes to pay, you have to talk about performance appraisal. Why are performance reviews always in the form? What is the purpose of business objectives? How to achieve quantitative assessment, and make the results more persuasive? How should performance reviews be used to generate positive incentives? When it comes to incentives, the first thing that comes to mind is the physical incentive, why is it that physical incentives cant last? In addition to the physical incentive, what are the non-physical incentives? Are the incentives for each subordinate the same? What is the premise of effective motivation? From the perspective of the development of Chinas enterprises, in the enterprise, the initial management focus mostly on the business development, ignoring natural for internal management, thus causing some disadvantage of enterprise human resources management; When the enterprise is in development stage, the performance appraisal, pay, incentive mechanism of the enterprise becomes the bottleneck, hinders the enterprise further development. Chinas companies are not lacking in management philosophy and lack of management science, says a leading human resource manag