摘要
谋求最高劳动生产率是科学管理的根本目的,为了充分调动员工创造价值的主动性和积极性,绩效薪酬管理的重要性在企业管理中日益凸显。为了最大限度地激发员工积极性,科学、可行、合理、公正的绩效考核是有效的管理手段和管理模式。但目前,在相当多的企业中,绩效考核并未达到预期效果,不合理的考核方案甚至可能激起劳资双方的对立情绪或引发员工之间的不当竞争。本文针对此类情况,分析普遍存在的问题并提出了优化对策及非物质激励的改进方案。
Seeking the highest labor productivity is the fundamental purpose of scientific management.In order to fully mobilize the initiative and enthusiasm of employees to create value,the importance of performance-based compensation management is increasingly prominent in enterprise management.For stimulating the maximum enthusiasm of employees,scientific,feasible,reasonable and fair performance appraisal is an effective management means and management mode.However,at present,in quite a number of enterprises,the performance appraisal has not reached the expected effect.Unreasonable appraisal plan may even arouse the opposition between the labor and capital or lead to improper competition between employees.In view of this kind of situation,this paper analyzed the common problems,and put forward the optimization countermeasures and the improvement scheme of non-material incentive.
作者
刘琳琳
LIU Linlin(China Railway 18^th Bureau Group Co.Ltd.,Tianjin 300222,China)
出处
《铁道建筑技术》
2020年第2期141-144,共4页
Railway Construction Technology
关键词
绩效薪酬
问题分析
改进方案
pay for performance
problem analysis
improvement plan
