摘要
私营企业在市场竞争中一直都处于弱势,如何利用薪酬的激励作用提升自身的竞争力是私营企业必须关注的课题。借助员工激励"四力模型",分析了私营企业在薪酬体系激励方面存在的薪酬与绩效挂钩不明显、薪酬管理不到位、绩效考核体系缺乏客观性等缺陷,提出了私营企业建立激励导向的薪酬体系应保证薪酬与绩效明确挂钩;重视培育团队精神和企业文化;科学进行岗位设计;增加绩效管理的透明度和公平性等措施。
The private enterprises have always been in a disadvantaged position in the competitive market. How to use salary incentive to improve their competitiveness is the problem which the private enterprises must concern. With the help of ＂the four forces＇ model＂ of employee motivation, the thesis analyses the weaknesses of the private enterprises, in which the link between pay and performance is not obvious, the salary management is insufficient, and the performance appraisal system lacks of objectivity. And putting forward the measures of the clearly linking between pay and performance for setting up the incentive oriented pay system, attaching importance to the euhivation of teamwork and enterprise euhure, designing job positions scientifically, improving the transparency and fairness of performance management, etc.
出处
《对外经贸》
2013年第9期100-102,共3页
FOREIGN ECONOMIC RELATIONS & TRADE
关键词
私营企业
四力模型
薪酬激励
the private enterprises
the four forces＇ model
salary incentive
