绩效工资：公平的重要性[文献翻译]2011-01-09.docVIP

原文： Performance Related Pay: The Importance of Fairness J.E.Isaac Performance related pay (PRP) has been revived as a ‘new idea’ in recent years in connection with workplace reform and enterprise bargaining. Yet it has been tried many times in the past without achieving the increases in efficiency promised by its advocates. The challenge for PRP is to establish a pattern of pay which is seen as fair by employees, which uses reasonably objective measures of performance, which can stand the strain of change, which sustains the object of the system, is not too large a portion of the pay packet and is not too costl rate for the job. y to administer. If a ‘conventional’ view of fairness is maintained in relation to PRP, the net returns may not be sufficient for the majority of employees. Much depends on whether a new concept of fairness is emerging which accepts differential increases based on performance rather than the rate for the job. There has been substantial growth in the use of performance pay systems over the past 15 years. While the original performance related pay systems were concentrated in the private sector, an increasing number of public sector employers have introduced schemes recently, or are considering doing so. What is it? Performance pay schemes link pay to a measure of individual, group or organisation performance. There is a wide variety of methods used, but all schemes assume that the promise of increased pay will provide an incentive to greater performance. The most common types of performance pay There are many different forms of performance related pay, which may be used on their own or side by side. Employers may move from one to another. Most common are: _ Piecework: a price is paid for each unit of output; this is the oldest form of performance pay. _ Payment by results: bonus earnings depend on measured quantities or values of output for individuals or groups, usually based on work studied time units; this covers a wide range of bonu