论绩效工资在企业管理中的战略意义毕业.docVIP

一、 引言 1、 绩效工资的意涵 2、 绩效工资的特征 3、 绩效工资的优缺点 二、 企业决策层在建立绩效管理系统时应该包括五个内容 三、 企业在经营管理中如何应用绩效工资管理 四、企业在利用绩效工资方面需要注意的事项 【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金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 制一一绩效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。企业在运用绩效工资应该注意的问题；以及围绕企业实现可 持续发展，绩效工资在企业管理中是如何取长补短。 【关键词】企业，业绩考核，科学发展观，风险防控，考核工作，资本 成本，考核制度，价值创造，国资委，四项重点 _ Abstract ] in reform and opening up, China，s economy has achieved rapid growth? The global market for Chinese enterprises internationalization market competition opportunities and challenges? These opportunities and challenges for Chinese enterprise managers pay more attention to strategic landing, also is the effective implementation of the strategy cxccution. The people - orie nted as the core wi th in cent ive niechanism -- pay for performance as a new innovation incentive system, many theorists and practitioners are respected. The performanee salary is based on personal or organizational performanee, the individual or organization performance evaluation based on the payment of the wages of a wage system. The performance salary system, the whole organization attention primarily on employee performance awards? Human resources and performance wage organic union is bound to improve the work efficiency of institutions? Enterprises in the use of performancc salary issues should be paid attention to; as well as around the realization of sustainabl e deve 1 opment of enterpri ses, pay for performanee in enterprise management is how to learn from each other? _ Key words ] enterprise, performanee evaluation, scicntific outlook on development, risk prevcntion, appraisal, capital cost, appraisal system, value creation, national endowment appoint, four key 一、引言 绩效工资这个概念并不是新东西。20世纪初期，上海滩的码 头搬运工人是根据他们搬运的数量而领薪水的。在十八世纪的美 国，农场中采摘橄榄的工人的收入是根据其采摘的橄榄的数量发 放的。在现在社会里，绩效工资/奖金这个词是广义的，提成，奖 金通常也包括在内。 1、 绩效工资的意涵 绩效工资又称