绩效工资设置管理不好惹得祸(国外英语资料).docVIP

绩效工资设置管理不好惹得祸(国外英语资料) Miss Lee in 2009 to enter the Shanghai company as a development manager, monthly contract wage is 6000 yuan, the basic salary of 3000 yuan, 3000 yuan to pay for performance. In 2010 April, due to the companys new general manager, general manager of the new Miss Zhang then found there are many unsatisfactory places in the previous research project. The general manager in March, according to the companys performance management system after Miss Lis performance pay 1500 yuan. Miss Li dissatisfaction, mid April offered to leave, and the company sued the labor arbitration committee. The March reissue request enterprise performance pay 1500 yuan, and in accordance with the labor contract law eighty-fifth pay economic compensation of the 50%. during the trial, Miss Li units with relevant information in the R D project, that Miss Lee caused a direct economic loss to the unit. But the companys performance appraisal standard is too general and. Not deducted performance salary standards where 50%. Finally, the labor arbitration support Miss Lis request, but not to pay economic compensation 50%. Because the focus of economic compensation for units and individuals have objections to wages, therefore does not support. The focus of this case is the performance salary deduction standard is too general and caused by labor disputes. The lost is not clear the evaluation index of performance, in addition the performance standards are not corresponding to the salary management system. This is also the many enterprises understanding of performance management is not enough. To specify the performance appraisal system is not strict, either written too, can not operate. Therefore, the performance appraisal management system must have a clear assessment standard, also a corresponding compensation system and compensation system of must be quantified, can casually operate. In addition, since the system must be like all system, have legal content, legal procedures, throug