XX公司的绩效薪酬方案优化研究

< br>效系数以及岗位差异补偿系数，设计了薪酬结构与等级。采用分层设计思想，规范

了公司绩效评价指标体系，

给出高层对中层以及中层对基层的考核项目与具体标准，

以保证评价的公证性与客观性，并具体给出量化绩效薪酬总体方案。采用系统设计

< br>新的薪酬规制保障措施。本文根据我国企业面临的环境，在国内外企业薪酬理论及

相关管理技术、方法研究的基础上，结合我国国情和薪酬管理中存在的问题，引入

岗位绩 效薪酬的管理技术及全面体系和多元化的管理方法，研究岗位绩效考核体系

下全面体系多 元化管理的薪酬模式的理念、体系结构、运作支撑平台，同时还将研

究成果应用于实际企 业的薪酬管理变革中，以有效地指导企业的薪酬管理。

关键词：绩效管理；薪酬管理；绩效薪酬

III

ABSTRACT

With the development of economic globalization and knowledge economy

，

talents

have

increasingly

become

a

key

factor

in

the

development

of

enterprises.

How

to

motivate

human

resources

has

become

the

focus

of

human resource management in enterprises. As the most important incentive

method,

salary

incentive

is

becoming

more

and

more

important

for

enterprises. To construct a reasonable salary system, to maximize the role of

incentive

oriented

will

become

the

company

to

attract

and

retain

qualified

personnel

and

use

the

main

means

of

talents.

This

paper

collected

data,questionnaires,

interviews,

systematic

research

on

the

current

situation

of performance salary of XX company,analyzes the influence of employees

play positive factors

，

management by objectives

，

key performance indicators

，

balanced scorecard theory, the research method of combining qualitative and

quantitative, such as induction and deduction and the questionnaire survey

，

McKinsey

seven

step

concrete

methods

of

research,

to

establish

the

actual

situation

of

XX

company

performance

compensation

incentives,

to

fully

mobilize the enthusiasm of the staff, to achieve the strategic objectives of the

enterprise.

Through

the

research

in

this

paper,

we

find

that

there

are

some

problems

in

the

company's

salary

system

by

questionnaire

design

and

statistical analysis, including the lack of incentive system and unreasonable

IV