海尔案例答案（Haier case answer）.docVIP

海尔案例答案（Haier case answer） 1. Make the compensation system match the changing strategy 1, the salary system at the stage of brand strategy is mainly quality oriented 1, the diversified stage of the salary system - coexistence of multiple wage models 2, internationalization strategy stage - market chain Haier salary management experience, any enterprise salary management not to change the status quo, but must adapt to the changes of the environment change and the enterprise strategy. The art of Haiers salary management is reflected in the strategic adjustment of the salary system and the connection between the salary system and the management strategy. According to the strategic point of view, the compensation plan to enhance the advantage of the enterprise comes from: (1) between the business strategy and how to adapt to the compensation system; (2) between compensation and other human resource activities adaptability; (3) how to implement salary system. The three main objectives of compensation management are fairness, validity and legality Three jobs coexist and change dynamically The remuneration principle of Haier is that it is fair to the inside and competitive to the outside Haier plays the slope ball skillfully As is known to all, Haier group has become a model for the success of Chinese modern enterprises. The key to success lies in how to employ and keep people, and how to use good people and retain people The key lies in the enterprises employment mechanism and the improvement of the incentive mechanism. To this, Haier group put forward famous slope ball theory. Haiers 6 small ball rolling from the slope, a very common phenomenon in life, realized the law of enterprise talent development - the theory of the development of the slope ball, and also became the law of Haiers development. The sphere on the slope is like a staff individual, representing the stage of employee development around the ball, and the slope represents the scale of enterprise development