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谈谈企业在管理中绩效工资的战略意义及注意事项 目 录 摘要 英文摘要 一、引言……………………………………………………………………………………… 4二、绩效工资的意涵与特征……………………………………………………………… 5 （一） 绩效工资的意涵 …………………………………………………………………… 5 （二） 绩效工资的特征……………………………………………………………………　5 三、绩效工资的优缺点…………………………………………………………………… 6 （一）优点 ……………………………………………………………………………… 6 （二）缺点………………………………………………………………………………… 　6四、企业决策层在建立绩效管理系统时应该包括五个内容…………………………… 7 五、企业在经营管理中如何应用绩效工资管理………………………………………… 8六、企业在利用绩效工资方面需要注意的事项………………………………………… 9 结语 致谢 参考文献 谈谈企业在管理中绩效工资的战略意义及注意事项 摘 要 改革开放, 中国经济取得了举世瞩目的快速增长。全球化的市场为中国企业带来了国际化市场竞争的机遇与挑战。这些机遇与挑战要求中国企业的经营者们更加关注战略的落地，也就是战略执行的有效实施。其中“以人为本”为核心的用人激励机制工资作为一种新型激励创新制度，为许多理论者和实践者所推崇。绩效工资是指依据个人或组织工作绩效,在对个人或组织工作绩效评估的基础上而发放工资的一种工资制度在绩效工资制下,整个组织的注意力主要放在对员工实绩的奖励上。人力资源与绩效工资的有机结合势必将切实提高事业单位的工作效率。关键词 Reform and opening up, Chinas economy has achieved remarkable fast growth. Global market for Chinese enterprise to bring the international market opportunities and challenges. The opportunity and challenge of Chinas enterprise managers were required to pay more attention to the strategy of be born, also is the effective implementation of the strategy implementation. The people-oriented as the core of the salary incentive mechanism, performance as a new type of incentive innovation system, and for many the theory and practitioners place praise highly. Performance wage is to show based on individual or organization work performance of individual or organization performance based on the evaluation of the salary and extending a wage system. In performance under the salary, the organizations attention to staff performance mainly on the reward. Human resources and performance organic combination of wages will improve the working efficiency of the business unit. Enterprise in by using performance salary should be paid attention to; In and around enterprise to realize the sustainable development, performance salary in enterprise management is how to each other. Key words:Enterprise, perfo