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案例背景A公司是一个从事研制、生产和销售预拌商品混凝土(简称商砼)的建筑企业,其员工的薪酬体系主要由“岗位工资+绩效工资+工龄工资”组成,不同岗位的员工享受不同的岗位工资;绩效工资坚持做到将生产绩效考核与薪酬直接联系起来,即将公司每月生产的商砼方量与绩效工资挂钩,按一定比例提成,这一规定有一定的合理性,从目前情况看,
Case Background Company A is a construction enterprise engaged in the research, manufacture and sale of pre-mixed commercial concrete (hereinafter referred to as “concrete”). The salary system of its employees mainly consists of “post salary + performance salary + seniority salary” and employees of different positions Enjoy different positions wages; performance pay adhere to the production performance appraisal and pay directly linked to the company’s monthly production of concrete side of the amount and performance-based wages, according to a certain percentage of commission, this provision has some rationality, From the current situation,