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| 如何平衡各部门的绩效工资 摘 要：随着我国经济的不断发展，社会的不断进步，在以市场经济为背景的前提下，我国现行的是按劳分配制度，多劳多得，少劳少得，不劳不得。而为了促进企业的发展，很多企事业单位、民营，个人对公司内部结构进行调整，实行绩效考核制度，为了刺激员工更好的完成目标，同时满足公司发展战略的需要，提高各部门，各员工竞争能力，实现自身价值。增加了员工的薪资待遇。而绩效制度的实施也好比“以铜为镜，可以正衣冠；以史为镜，可以知兴替；以人为镜，可以知得失”绩效在管理的过程中，也会出现偏差，这就需要管理者对其做到公平，公正，公开。 关键词：绩效工资；员工；问题措施 How to balance the performance pay of each department Abstract: With the continuous development of my country's economy and the continuousprogress of society, under the premise of a market economy,my country's current distribution system is based on work, with more work for more, less work for less, no work.In order to promote the development of the company, many enterprises,institutions, private enterprises,and individuals have adjusted the internal structure of the company and implemented a performance appraisal system. In order to stimulate employees to better achieve their goals,while meeting the needs of the company’s development strategy, various departments and employees are improved.Competitiveness and realize their own value.Increased the salary of employees.The implementation of the performance system is also like "using copper as a mirror, you can be dressed up; history as a mirror,you can know the rise and fall; using people as a mirror, you can know the gains and losses." Performance will also have deviations in the management process,which requires The manager shall be fair, just and open to it. Keywords: performance pay; employees; problem measures 目 录 1前言 1一、绩效工资 1（一）增加企业收益 1（二）打破传统的工资制度，增加奖励补贴 1（三）实施绩效工资的必要性 21、激励各部门工作人员的劳动创新性 22、将员工的潜在能力激发出来 2二、实施绩效工资出现的问题 2（一）企业性质差异 2（二）员工绩效管理的战略导向不足 3（三）员工绩效管理缺乏激励驱动 3（四）员工绩效管理循环不规范或者缺失 3（五）为了减少绩效工资而造成工作质量的下降 3三、平衡各部门员工绩效工资的措施 3（一）提高各部门员工对绩效工资的认知 4（二）绩效考核标准要有合理的依据 4（三）建立一个健全的绩效工资体系 41、战略性个体绩效目标和企业战略保持高度一致 42、系统性 43、重视人才管理 44、划分个人战略方向 55、价值共享 56、价值贡献 57、客户层面 58、工作流程层面 5（四）保证考核公平公正公开 5四、绩效工资具体实施概况 6结束语： 7参考文献 |
