工作水平设计的方法（Work level design method）.docVIP

工作水平设计的方法（Work level design method） Although from the incentive effect, reward the team than the individual reward effect should be weak, but in order to promote mutual cooperation between team members, while preventing between the upper and lower levels because of the wage gap is too large resulting in low level personnel mentality imbalance, so it is necessary to build team award scheme. Some successful enterprises, the funds used in reward teams often account for a large proportion of employees income. The assessment criteria and reward standards for good teams should be clearly defined and understood by team members. The specific forms of reward allocation are classified into three categories. One is a cost based reward, such as the Scanlan plan, which multiplies employee savings costs by a certain percentage and rewards employees to their teams. The other is a reward based on shared profits. It can also be considered as a bonus. The third category is a part of the total wage, set as a reward fund, according to the completion of the team goals, corporate culture advocacy direction, setting the assessment and selection criteria for reward. The principle of implicit remuneration in salary design From a macro point of view, compensation consists of two different kinds of content: money reward and non money reward (direct and indirect pay, material reward and psychological reward). Monetary compensation is tangible external rewards, including direct remuneration and benefits. Non pecuniary reward belongs to intrinsic additional reward. It is based on the task itself but can not be paid directly. It belongs to recessive reward, and is divided into professional reward and social reward. Occupation of the reward can be subdivided into: occupation safety, self development, harmonious working environment and interpersonal relationship, promotion and so on; and social status symbol, awarded by the praise and honor and positive sense of achievement factors. Its an inner in