[管理学]7 绩效奖励与认可计划.ppt

Chapter 7 Pay-for-Performance Plans Chapter Topics What Is a Pay-for-performance Plan? Short Term Pay-for-performance Plans Group Incentive Plans Long-term Incentives What Is Pay-for-Performance? Relative Theories Motivation Theories (con’t) Motivation Theories (con’t) Use of DifferentVariable-Pay-Plan Types Base vs. Variable Pay Specific Pay-for-Performance Plans: Short Term Merit Pay Lump-Sum Bonuses Individual Spot Awards Individual Incentive Plans Merit Pay（绩效加薪） 将基本薪酬的增加与员工的绩效评价联系在一起。体现了对已发生的工作行为或已取得的绩效成果的认可和奖励。 增加的薪酬直接加到基本薪酬中，每一次加薪后基本薪酬都获得增长。下一次加薪是在已经增加的基本薪酬的基础上进行的。 具有很强的累加性。　　 绩效加薪的例子 连续两年内考核结果累计一“优”一“良”或以上者，以及连续三年考核结果为“良”者，工资等级在本职系本职系内晋升一级。当年考核结果为“不合格”或连续两年考核结果为“基本合格”的员工工资等级下调一级，对于连续两年考核结果为“不合格”的员工或连续三年考核结果为“基本合格”的员工进行待岗处理 绩效加薪中的几个重点 加薪的幅度： 企业支付能力 基本薪酬水平 绩效水平等级 Merit Pay A merit pay system links increases in base pay to how highly employees are rated on a subjective performance evaluation Issues Expensive Doesn’t achieve the desired goal: improving employee and corporate performance Managing Merit Pay Improve accuracy of performance ratings Allocate enough money to truly reward performance Make sure size of merit increase differentiates across performance levels Lump-Sum Bonuses（一次性奖金） 与绩效考核结果联系 不改变工资基数 可在一定程度上克服积累性绩效加薪带来的成本增加问题。 Relative Cost Comparisons Lump-Sum Bonuses Increasingly used substitute for merit pay Not built into base pay Viewed as less of an entitlement than merit pay Less expensive than merit pay over the long run Customer Service Bonus Scheme Alternatives:月度或季度奖金 发放依据是绩效考核结果 数额通常以基本薪酬为基础确定 具有较大的灵活性，不易产生薪酬成本压力 实例 Individual Spot Awards(个人特别贡献奖） 是针对个人特别突出的业绩进行的奖励 具有极强的针对性和灵活性 可以突破一些基本奖励制度在支付额度、支付周期及支付对象上的局限。 Individual Spot Awards Viewed as highly or moderately effective Typically awarded for exceptional performance Special projects Exceptional performance Individual Incentive Plans 是用来激励员工为实现其绩效目标而运用的一种奖金支付方式 要明确绩效标准的导向性，结果导向还是行为导向 绩效水平标准必须是员工努力后能达到的 选择合适的方式方法 Individual Incentive Plans Offer a promise of pay for some obje