绩效考核后,如何设计加薪方案（After the performance appraisal, how to design a salary increase plan）.docVIP

绩效考核后,如何设计加薪方案（After the performance appraisal, how to design a salary increase plan） After the performance appraisal, how to design a salary increase plan? Wang Meng [Topic name] human resources development and management [Topic number] F102 [2008 04] issue copy In order to encourage employees to create high performance, usually the remuneration and appraisal of staff performance together, thus forming the performance wage (merit pay) or called merit (merit raise) concept. The general is at the end of the annual performance appraisal, according to the company staff performance appraisal results and performance pay provisions, determine the basic salary of employees can be obtained in second years, the basic salary increase after will continue to the next performance appraisal. The hypothesis of performance pay is that employees can feel their own achievements, salary increases and the required performance are closely related, and thus play a motivating role. Because of this, the performance related pay increases program is widely used in the actual operation of the company. First, the formation and design of performance pay matrix 1. formation of performance pay matrix Among the many performance compensation programs, the most basic one is the proportion of salary adjustment and performance evaluation level. Early salary increases, as shown in table 1. The salary scale is the simplest form of pay change in the early days, when the only basis for the employees pay increases is the performance appraisal level, which means that the higher the scale, the greater the proportion of pay increases, and vice versa. The advantage of this method is that it is easy to manage and easy to master. But because of not considering the employees current salary level in determining raise the proportion, make the high salaries of employees may increase in lower than the same grade of assessment, salary level of employees more compensation amount, which is not conducive to enterprise to