| 对深基公司薪酬与绩效管理体系改革的探讨 |
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| 引用本文： | 刘秀霞.对深基公司薪酬与绩效管理体系改革的探讨[J].山东商业职业技术学院学报,2009,9(3):22-25. |
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| 作者姓名： | 刘秀霞 |
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| 作者单位： | 山东省物化探勘查院,山东,济南,250013 |
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| 摘 要： | 人力资源管理是单位管理的中心工作，而薪酬与绩效管理则是人力资源管理的核心问题。但目前很多国有企业仍存在着薪酬制度和结构不合理、薪酬体系缺乏挑战和弹性空间、绩效考核标准模糊、考核体系不完整等问题，造成员工的责、权、利不统一，严重挫伤了经营者和员工的积极性，同时造成了大批关键人才的流失，在很大程度上制约了企业的发展。本文以深基公司建立“三个体系”的管理框架进行薪酬制度和绩效管理体系改革为例，探讨薪酬制度和绩效管理体系改革的成功经验。
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| 关 键 词： | 薪酬 绩效 三个体系 |
Reformation of Payment and Performance Management System in Deep-Based Company |
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| LIU Xiu-xia.Reformation of Payment and Performance Management System in Deep-Based Company[J].Journal of Shandong Institute of Commerce and Technology,2009,9(3):22-25. |
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| Authors: | LIU Xiu-xia |
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| Institution: | Shandong Province Institute of Geophysical and Geochemical Exploration;Jinan 250013;China |
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| Abstract: | Human resources management is the center work with in the corporate management,and the pay and performance management are the core problems of human resources management.However,at present,a lot of state-owned enterprises still witness a few of matters,which are the irrational of pay system and structure,the lack of challenge and flexibility space of payment system,the vague of performance assessment standard,the incomplete assessment and other issues.The issues not only result in the non-uniform of staff d... |
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| Keywords: | pay performance three systems |
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