绩效薪酬

绩效薪酬制度是我国商业银行薪酬制度改革的取向。

Pay for performance program is based on performance appraisal .

此次中智人事经理沙龙将围绕整体薪酬回报体系展开，通过介绍整体薪酬回报体系的设计流程、员工工资的设计以及绩效薪酬方案展开更深入的讨论。

With the main clue to total rewards system , an in-depth discussion of the total rewards and pay for performance , design of an employee base pay program .

JH企业集团的绩效薪酬制度探讨

The Study on the JH Enterprise Group Performance Salary System

论文以DL集团及其下属各子公司为研究对象，探索了通过基本薪酬、绩效薪酬和成长性报酬三者相结合的方式建立科学的经营者薪酬体系问题。

It makes a set of scientific salary system through the combination of the basic payment system , performance payment , and growth payment .

因此，本研究引入个人-组织价值观匹配度作为中介变量，来研究绩效薪酬、组织公民行为（OCB）和任务绩效之间的关系。

Therefore , this research introduces the match degree of person-organization values as an intervening variable to study the relation among Performance-based Pay , Organizational Citizenship Behavior ( OCB ) and employees ' task performance .

通过对各维度数据分析，得分较低的是绩效薪酬维度。

The various dimensions of data analysis , low-scoring performance pay dimension .

下一步，何不为私人改造专家引进绩效薪酬？

So why not introduce performance pay for private rehabilitation specialists too ?

绩效薪酬的实施旨在鼓励员工提高工作质量和工作效率。

It aims at encouraging employees to improve the quality and efficiency of work .

国有大型建筑施工企业员工绩效薪酬内部公平性探析

The Analysis of the Internal Equity for the Performance Compensation of Large State-Owned Construction Enterprises

绩效薪酬制度的基础是绩效评估。

An effective system of performance appraisal can promote the competitive power by human force .

因此，该体系是一种天然的测试，可以判断这类不可思议的绩效薪酬是否有效。

The system is therefore a natural test of whether this sort of unlikely performance pay works .

经济学家之所以感兴趣，是因为赏金猎人提供了不同寻常的绩效薪酬案例。

Economists are taking an interest because the bounty hunters are an unusual example of performance-based pay .

第二部分主要是关于我国国有企业绩效薪酬体系现状的分析。

The second part is mainly analysis state-owned enterprise Performance salary system present situation of our country .

平均达到79047美元，还有绩效薪酬，股票红利和分红。

These bonuses average $ 79,047 and include performance-related compensation as well as stock bonuses and profit sharing .

合理制定公务员薪酬级差，逐步引入绩效薪酬和宽带薪酬理念；

Formulates the official salary grading Reasonably , introduce the achievements salary and the wide band salary idea gradually ;

在进行绩效薪酬设计时，采用了层次分析法确定绩效指标的权重。

When designing performance pay , the writer used the Analytic Hierarchy Process to determine the weight of performance indicators .

绩效薪酬制的常见后果是，员工们变得更关心产品数量，而不是产品质量。

The common outcome was that employees came to care more about the quantity of the product than its quality .

在考核体系设计的过程中，以学院的战略目标及现阶段的任务为依据，确立总体的绩效薪酬策略。

The performance salary assessment strategy is designed in accordance with the strategic goals and the tasks in current phrase .

绩效薪酬是薪酬的重要组成部分，其分配也必须遵循公平原则。

Performance compensation is an important part of the compensation , its distribution have to follow the principle of fairness .

薪酬体系由4部分组成，即基本薪酬、绩效薪酬、津贴和福利保险。

The proposed salary system consists of four parts , namely basic salary , performance salary , allowances and welfare insurance .

但是，企业想要开发一个有效的绩效薪酬制度面临许多困难，绩效薪酬制度的效果也非常有限。

However , there is lots of trouble for enterprises to develop an effective PFP system , PFP also has limited effect .

但是，如何设计出一套科学合理又实用的绩效薪酬体系，一直是人力资源管理中具有挑战性的难题。

But in human resources management it has been a challenging problem to design a set of scientific , reasonable and practical performance-related system .

为了适应未来的竞争，企业的人力资源管理的重心正由关注工作转向关注能力，而传统的职位薪酬体系和绩效薪酬体系已经不能满足企业人力资源管理的需要。

Nowadays , human resource management is focus more on competence than job . Traditional job-based pay system has no longer met the needs of motivation .

其次，绩效薪酬吸引的正是那些愿意冒更大风险的人，那些愿意选择稳定的高收入的人会选择其它职业。

Second , performance pay will attract exactly those who are willing to take on more risk . People interested in high but steady income will choose other careers .

本文即基于这种激烈的外部竞争环境，对安康电信分公司的绩效薪酬体系进行诊断和再设计。

This article is based on such fierce competition in the external environment , the telecommunications branch of the well-being of the performance pay system for diagnosis and re-design .

多尔夫认为，虽然绩效薪酬表面上讲得通，但这其实是一种有缺陷的理念，无法激励高管更加努力地工作，反而有可能抑制公司业绩的增长。

Dorff argues that while paying for performance makes sense on its face , it 's actually a flawed philosophy that can hinder corporate performance rather than motivate executives to work harder .

然后根据不同薪酬理论以及岗位薪酬和绩效薪酬的对应关系建立了充分发挥岗位薪酬平衡作用和绩效薪酬激励作用的薪酬体系。

Then according to dissimilarity salary theories and post salary and results salary of rightness should relation establishment full exertive post salary balance function and results salary encourage the salary system of function .

在接受调查的公司中，男女基础薪酬之差为39%，计入奖金、加班费及绩效薪酬后，总收入差距升至47%。

The gap for basic pay in companies covered by the survey was 39 per cent , rising to 47 per cent for total earnings when bonuses , overtime and performance-related pay were included .

以此为与中铁二局集团相类似的国有大型建筑施工企业分析和解决绩效薪酬内部公平性问题提供借鉴和参考。

As a second board which similar to the China Railway No.2 Engineering Group Co. , Ltd to analyze and solve the problem of internal equitable distribution of performance compensation for reference and consultation .

多尔夫认为，这种倾向将促使高管竭力争取高薪保障，进而使得董事会的“绩效薪酬”无非是锦上添花而已。

This dynamic , according to Dorff , leads executives to bargain hard for high pay guarantees , leaving the board 's " performance pay " to be nothing more than icing on the cake .