薪酬2000年按績效付薪[文獻(xiàn)翻譯]

1、本科畢業(yè)論文（設(shè)計(jì)）外文翻譯題目激勵(lì)薪酬在現(xiàn)代人力資源管理中的作用研究學(xué)院商學(xué)院專業(yè)人力資源管理班級(jí)學(xué)號(hào)學(xué)生姓名指導(dǎo)教師automaticallyreceivedinsubsequentyearsunlessjustifiedbylevelsofperfmanceinthoseyears.Inshtmeritpaycanbeviewedasarewardfpastperfmanceincentivecompensationasanind

2、ucementffutureperfmance.Incentiveplansarecashpaymentsmadetoemployeeswhentheyexceedpredeterminedjobganizationalgoalsserveasinducementstoproducespecificresultsdesiredbytheganization.Thesemetricsmcanbefiscaltargets(salesboo

3、kings)productionoutputproductivitygains(costreductionquality)etc.Asmanybusinessesoftodayembracetheconceptsoftotalqualitymanagementcustomerfocusgoalsarebeinglinkeddirectlytocustomersatisfactioninadditiontobusinessmileston

4、es.Tyingincentivestoindividualgroupperfmancemustbeanalysedinthecontextoftheapplicableindustrywhatmakessensefthebusiness.Alongwithperfmancemeasurementtimingisafeatureoftherewardsystemthatiscriticaltobothitsacceptancesucce

5、ss.Incentivepayoutsmustnowbedirectlylinkedwitheithershttermlongtermmeasures.Bothmeritincentivepayplansareconsideredfmsofresultientedcompensationrecognizingsuperijobperfmanceinthebeliefthatsuchperfmancehasmadeavaluablecon

6、tributiontotheganization’seffectiveness.Anexaminationofcompensationfactsisrequiredtogainabroaderperspectiveonthisproblemchallenge.EvaluatingthejobEvaluatingthepersonAlargepartofanindividual’sdirectcompensationisoftentheb

7、asepay.Toestablishitslevelthereareprincipallytwoapproaches:jobbasedevaluationpersonbased(skillbased)evaluation.Attimesbothappeartobeinconflict.Thefirstapproachisbasedontheassumptionthatftheganizationeach“job”hasavaluetha

8、tcanbeevaluatedthepersondoingthejobisonlywthwhatthejobitselfiswth.Themainadvantageofthissystemistofacilitateacomparisonofjobscompensationlevelsbetweenganizations.Ontheotherhitencouragespeopletoseekoutmanagementpositionse

9、venthoughtheymightlackthenecessarymanagerialskills.Thisproblemisavoidedbyutilizingthesecondapproachthatrewardsindividualsfincreasingtheirskillsabilitiesfdevelopingthemselvesratherthanfmovingupthehierarchy.Theprosconsofth

10、isapproacharethatinitiallywithfrequentnewskillsanaccompanyingpayrisethesystemtendstobehighlymotivatingbutasthewkfcematuresreachesthetopoftheskillbasedpaysystemproblemscanariseasanindividual’scompensationreachesaplateau.I

11、ngeneralskillbasedpayseemstofitthoseganizationsthatwanttohaveaflexiblerelativelypermanentwkfceientedtowardsgrowthlearningdevelopment.Itfitsparticularlywellwithnewenterprisestartupsothersituationswherethegreatestneedisfsk

12、illdevelopmentasincreativehightechnologicalindustries.Neverthelessthelimitationsofthebasepaysystemsasmotivatscanbeovercomebytheintroductionofapayfperfmanceprogramme.Asweknowthetwomaincategiesareindividualgroupincentivepl