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绩效考核和薪酬体系设计是人力资源管理的重要环节,绩效考核的结果可以应用在后续的薪酬体系设计中,因此绩效考核和薪酬体系设计有着密切的联系。随着市场竞争的日益激烈,有些企业的绩效考核方案与薪酬体系不相匹配,滞后的绩效考核方案挫伤了员工的工作积极性、抑制了企业人力资源管理效果,完善企业的绩效考核方案有利于推动薪酬体系的设计与实施,提升企业的管理绩效。本文是以M公司为研究对象,具体分析公司在绩效考核方案中存在的不足之处,剖析内在的制度问题,选择360度考核法作为绩效考核的工具方法,为M公司设计完善的绩效考核方案,并分析方案实施效果。
Performance appraisal and salary system design is an important part of human resource management. The result of performance appraisal can be applied in the design of pay system. Therefore, the performance appraisal and pay system design are closely linked. With the increasingly fierce market competition, some companies do not match the performance appraisal program with the pay system. The lagging performance appraisal program dampened the enthusiasm of employees, restrained the effectiveness of human resources management and improved the performance appraisal plan of enterprises. Remuneration system design and implementation, improve enterprise management performance. This article is based on M company as the research object, the specific analysis of the company in the performance appraisal program in the shortcomings of the analysis of the inherent system problems, select the 360 degree appraisal method as a performance appraisal tool for M companies to design a sound performance appraisal program , And analyze the effect of program implementation.