论文部分内容阅读
金融危机对企业的绩效管理来说既是挑战,也是机遇,企业可以利用经营管理调整的间隙对组织架构体系、薪酬绩效管理体系进行重新梳理,以此建立更有效的员工激励方案。下面是一家高科技企业的实际操作案例:该公司中国区员工人数400人左右,受全球经济和行业环境影响,2008年并未完成预定的经营目标。目前某些项目已经取消,并开始通过冻结招聘、裁员、下调薪资增幅、削减福利等措施来控制人力成本。
The financial crisis is not only a challenge but also an opportunity for the performance management of enterprises. Enterprises can make use of the gap between management and management to reorganize the organizational structure and compensation performance management system so as to establish a more effective staff incentive plan. The following is a practical example of a high-tech enterprise: The company employs about 400 people in China. Due to the global economic and industrial environment, the business goal of 2008 is not completed. At present, some projects have been canceled and measures to control labor costs have started to be taken through measures such as freezing recruitment, layoffs, lowering salary increases and cutting benefits.