中人商城图书杂志一周热销榜(2011.5.3-5.6)(国外英语资料).doc

中人商城图书杂志一周热销榜(2011.5.3-5.6)(国外英语资料) (excerpt from Wang Xiaogang teacher strategic performance management best practices) 5.5 operation of strategic performance management (four): performance return The performance return is applied to the monetary and non monetary rewards, monetary incentives include: performance pay and bonuses; non monetary incentives include: promotion, training, occupation development, the honorary title. As shown in the following table: Monetary reward; non monetary reward 1, performance pay 1, position promotion 2, bonus 2, transfer post, leaving, contract management 3 、 development and training 4, career planning 5, special tourism, vacation 6, honorary title, inspection, study, etc. 1, the performance results for performance pay (performance pay, performance bonus and other more detailed content, integrate management best practice reference Chinese Monograph Series best practice enterprise salary management, by Chinese economic press.) Nowadays, more and more enterprises emphasize the flattening of the organization, and strive to improve the efficiency of labor production and the efficiency of personnel allocation, so that the opportunities for promotion within the organization are less and less. In this case, the enterprise in order to encourage employees to create high efficiency, usually will pay and performance related, according to the staff assessment results to arrange staff pay, performance pay can give employees more recognition and reward. Therefore, the purpose of performance pay is to motivate employees, provide incentives for the work performance of employees, so that employees basic salary and employee contributions to the organization, values remain the same, and not to the performance distinction between employees. Although performance increases lead to differences in pay between employees, the difference reflects the performance gap between employees, and salaries for well performing employees are certainly increased. Howev