【摘要】：績效考核與薪酬體系的設計影響著任何企業(yè)的發(fā)展,在一定程度上決定著企業(yè)的命脈,所以在人力資源的管理中是非常重視此環(huán)節(jié)的。同時,績效考核與薪酬激勵之間有著密切的聯(lián)系,績效考核的結果可以直接用在薪酬設計上,換言之,績效考核與薪酬管理是相互掛鉤的。隨著21世紀知識經(jīng)濟時代的到來,部分企業(yè)的績效考核與薪酬體系已經(jīng)趕不上經(jīng)濟的發(fā)展,表現(xiàn)出一定的滯后性,這種不健全不科學的管理機制一方面會挫傷員工積極性,降低工作效率,另一方面會阻礙整個企業(yè)的經(jīng)濟發(fā)展,因此企業(yè)績效考核和薪酬體系的設計完善是很重要的,對于企業(yè)來說可以完善管理；從整個市場經(jīng)濟的大背景看,也符合當前經(jīng)濟發(fā)展的趨勢。 本文是以M集團企業(yè)為例子,針對該企業(yè)績效考核與薪酬體系,找出不確切的方面,剖析原因,最終目的是結合當前在企業(yè)中運用比較普遍的方法,建立和完善企業(yè)的績效考核與薪酬體系。在績效考核中,主要利用平衡計分卡對部門重新考核,并在員工考核中主要引進了360度考核法。在薪酬體系的設計上,同樣引用了先進的人力管理方法,重新確定了崗位等級和崗位工資系數(shù)等因素,并加入了精神薪酬等激勵因素。 總之,本文通過理論與實踐的結合,建立和完善績效考核與薪酬體系,不僅僅是對M集團具有重要的作用,而且對整個擔保行業(yè)的績效考核與薪酬體系的設計發(fā)展具有一定的意義。
[Abstract]:The design of performance appraisal and compensation system affects the development of any enterprise, and to some extent determines the lifeblood of the enterprise, so it is very important in the management of human resources. At the same time, there is a close relationship between performance appraisal and salary incentive, the results of performance appraisal can be directly used in the design of compensation, in other words, performance appraisal and salary management are interrelated. With the coming of knowledge economy era in the 21st century, the performance appraisal and salary system of some enterprises have been unable to catch up with the development of economy, showing a certain lag. On the one hand, this unsound and unscientific management mechanism will dampen the enthusiasm of employees. Reducing work efficiency on the other hand will hinder the economic development of the whole enterprise. Therefore, it is very important to perfect the design of enterprise performance appraisal and salary system, and it is very important for the enterprise to perfect management; from the background of the whole market economy, Also in line with the current trend of economic development. This article takes M Group as an example, aiming at the performance appraisal and compensation system of this enterprise, finds out the imprecise aspect, analyzes the reason, the ultimate goal is to combine the present application in the enterprise more universal method, Establish and improve the performance appraisal and compensation system of enterprises. In the performance appraisal, the balanced scorecard is mainly used to re-evaluate the department, and 360 degree assessment method is mainly introduced in the staff appraisal. In the design of salary system, the advanced manpower management method is also cited, and the factors such as post rank and post wage coefficient are re-determined, and the incentive factors such as spiritual compensation are added. In a word, through the combination of theory and practice, this paper establishes and consummates the performance appraisal and compensation system, not only plays an important role in M Group. And the whole guarantee industry performance appraisal and salary system design development has certain significance.
【學位授予單位】：內蒙古大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F832.39

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本文編號：2217735