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在公证处人力资源管理体系中,绩效管理和薪酬体系无疑是最核心的组成部分,之所以把它拿出来单独讨论,主要还是希望在实践中摸索适合公证处的人力资源管理思路和架构。据了解,行业中仍有相当公证处从未进行过系统化的绩效和薪酬管理,更罔论建立完整的人力资源管理体系。很多公证处都是在从人员的小规模持续增长中延续了“作坊式”的管理和运作模式。在“作坊”的工作环境中,决策、执行和操作群体之间联系非常紧密,信息传达准确、
In the notary office human resource management system, the performance management and compensation system is undoubtedly the most important part. The reason why it is taken out and discussed separately is that it is mainly hoped to find out the ideas and framework of human resource management suitable for the notary office in practice. It is understood that there are still quite a few notaries in the industry that have never conducted systematic performance and salary management, let alone establishing a complete human resources management system. Many notary offices are in the small-scale continuous growth of personnel from the “workshop-style” management and mode of operation. In the “workshop ” work environment, the decision-making, implementation and operational groups are very close contact, accurate communication of information,