1、外文题目NEEDTOIDENTIFYANDREWARDHIGHPERFORMERS出处REPORTONSALARYSURVEYS作者KENTHORESONEMPLOYERS原文ABSTRACTFACINGTHEATROPHYBUDGET,THEORGANIZATIONHOPEDTHATOBTAINSTHEBESTINVESTMENTRATEOFRETURN,THISMEANSTHECENTRALISMATTENTIONLIMITEDFUNDINTHEGOODBEHAVIORPRODUCTIVITYLEVEL,SALESVOLUMEINCREASE,ORHIGHCUSTOMERDEGREEOFS
2、ATISFACTIONTHECOMPANYALREADYWITHSTEADYSTEPSMOVEDTOWARDTHEDISTINCTIONBASEPAYTOINCREASEINTHEFOUNDATIONTHEPERFORMANCEINTHEPASTSTWOYEARS,ACCORDINGTOSEVERALRESEARCHFROMIOMA,HADDISCOVERED1/4COMPANIESREDUCEDTHEINVESTIGATIONCOMPENSATIONCOSTBYTOCONCENTRATEACTUALLYINTHETOPPERFORMERALTHOUGHTHISISONEOFOUTSTANDI
3、NGSTRATEGIESTHECOMPANYFACESTHESUBJECTMATTERIS,THEYDIDNOTKNOWFREQUENTLYWHOWASTHEIRBESTSTAFF,THECOMPENSATIONCONSULTANTFIRMSAIDIN2011SPONSOREDTHESEMINAR,THECOMPENSATIONQUESTIONPASSESIOMACERTAINLY,THEHIGHPERFORMERMUSTRECOGNIZEANDTHEREWARD,ANDWILLWANTTOJOININACOMPANYSAIDTHATSUCHHASDONE,INADDITION,HASTHEA
4、PPROPRIATETYPEINTEGRALPLANTOHELPTHEWORKERGROWTHANDTHEADDITIONVALUE,THECOMPANY“THEORGANIZATIONHASNOALTERNATIVEBUTTODO”SAIDTHATYOUOBTAINAGREATERVALUEFROMTHEPAYMENTEXPENSE,WITHMAINTAINSTHEHIGHQUALIFICATIONSANDRECORDSOFSERVICEFREQUENTLYTRUMPCARDPERFORMANCE“IFYOURYOURCOMPANYSSTAFFSRATE,ANDRELATEDPAYMENT,
5、PAYMENTTOPPERFORMERMAJORITY”ASKSZHOUJIELUNSHUSITEER,“THISISMOREPOSSIBLEIS,LIFELONGTHEFACTORWHICHPERSONSWAGEGROUPSTAR”SHOULDTHECOMPENSATIONBETHEESTABLISHMENTINTHEPERSONSORGANIZATIONOFINCREMENT,SAYSTHEAUTHOR“THATPOLICYWILLGUIDETHEVALUEWHICHWHOPAYSUSDOLLARTOPROVIDESCARCEMOSTORGANIZESACCORDINGTOTHEMTHEF
6、UNCTIONWHETHERDOTHESEACHIEVEANTICIPATEDINCREASETHESECONDKINDOFPERSONDONOTACHIEVEANTICIPATEDHASTHEPLANNINGWORK,HASNOTRISEN”HEALSOSAID“THEVARIABLEWAGESDOESISBETTERINHASTHEREPAYMENTRESULTTHEBASEPAYUSESINTHEVALUEANDTHEGROWTHALONGWITHTHETIMEPASSAGETHEVARIABLEWAGESISUSESFORTOREWARDSHORTTERMTHEPERFORMANCE,
7、”HESAIDHELPSTHEPAYMENTPOSITIVEPERFORMANCECOMPLETESTAFF,HOPEDTHATCANOBTAINTHEMTOPUTASIDE“NORTHASTAIR”,BUTTOSERVETHISPURPOSE,ACOMPANYNEEDSFAIRLY,THECONSISTENTACHIEVEMENTSEVALUATIONCRITERIA,SHESAIDTHAT“THEORGANIZATIONCANNOTDETAINTHEBESTPERSONNEL,ONLYIFTHEYCANDISTINGUISHTHEM,”DISSEMINATIONVALUE”THEMANAG
8、ERDROVEEVENLYTHEHIGHPERFORMERANDENCOURAGESTOHITDISPLAYSSAIDAVERAGELY“FROMTHEIRSSTAFFACHIEVEMENTSMANAGEMENTTHEPERFORMANCEMANAGEMENTMAYTAKETHEPROFITABLETARGETWHICHANDTHEDIRECTIONONEKINDOFCOMMERCIALTOOLMANAGEREXCHANGESTOTHECOMPANY,CONSULTANTEXPLAINEDHOWEVER,ITPOSSIBLYWILLONLYSUCCEED,IFALLMANAGERSAREMAN
9、AGEDBYTHETRAININGAPERFORMANCETOPLAN“AREASONACHIEVEMENTSTUBECANNOTSTRAIGHTENOUTTHEMONEYPOUCH,BECAUSEINAPPRAISALPROCEDURETHISISANOPINIONMANAGER,ACCORDINGTOOBSERVATIONANDOTHERSURVEYSTHECOMPANYNEEDSTOUNDERSTANDTHEAPPRAISALBASEDONTHEOPINION,SHESAIDMANAGER,THEEXTENSION,NEEDSONETOBEPOSSIBLETOGIVEFAIRLY,THE
10、FAIROFFICIALAPPRAISAL/OPINIONINDIVIDUALWORKTHESCIENCEEFFECTIVEINCENTIVEMECHANISMCANLETTHESTAFFDISPLAYTHEBESTPOTENTIAL,CREATESAGREATERVALUEFORTHEENTERPRISETHEDRIVEMETHODAREMANY,BUTTHESALARYMAYSAYTHATISMETHODWHICHONEKINDMOSTIMPORTANT,EASIESTTOUSEITISTHEENTERPRISETOTHESTAFFTHECONTRIBUTIONWHICHDOESFORTH
11、EENTERPRISEACHIEVEMENTSWHICHREALIZESINCLUDINGTHEM,PAYSENDEAVOR,TIME,KNOWLEDGE,SKILL,EXPERIENCEANDCREATIONPAYCORRESPONDINGREPAYMENTANDTHANKSINSTAFFSMIND,THESALARYISNOTONLYOWNGAINFROMLABOR,ITISREPRESENTINGSTAFFOWNVALUE,ONBEHALFOFTHEENTERPRISETOACERTAINEXTENTTHEAPPROVALWHICHWORKSTOTHESTAFF,EVENISALSORE
12、PRESENTINGSTAFFINDIVIDUALABILITYANDTHEPROSPECTSFORDEVELOPMENTTHESUPERINTENDENTALSONEEDSTOREALIZETHATTORECEIVESTHEAPPRAISALSHOULDPERSONALLYTOUNDERSTANDTHEIRACHIEVEMENTSAPPRAISAL,DOES,BUTSUCHHASNOTDONEMUSTAGREETHEBESTCOMPANYNEEDSTHETALENTEDPERSONTOMANAGE,INCLUDINGTHEDISTINCTIONPERFORMANCEWITHTHEPAYMEN
13、TRELATESINTOGETHERTHEYMANAGERCANOWNPAYMENT,THEREWARDANDTHEENTERPRISEGROWSBUTINTHECURRENTECONOMY,MANYSUPERINTENDENTSCOMPLAINEDTHEENOUGHBUDGETWILLNOTHAVEGIVENGRANTSTHEPERFORMANCEORGANIZATIONREALLYNEEDSTODISCUSSINTHATPERFORMANCETOESTABLISH,ANDGUARANTEEDTHATTHEEXTENSIONGOALISTHERELATEDSERVICETHEIRALSODE
14、MANDFACTORREALIZESTHESEDIFFICULTYMOREBALLS,BECAUSEOFTHEACHIEVEMENTSREWARD,STRENGTHENSTHEEXTENSIONGOALTHEESTABLISHMENT,SAID“CONNECTSTHECOMMERCIALSTRATEGYTHEGOALMUSTCONNECTTHEMANAGEMENTSTRATEGY,THENPOSSIBLYINCLUDESTHEFINANCE,THECUSTOMER,THEOPERATION,GENERALLY,GOAL,ACCORDINGTOAUTHORTHEGOALSHOULDOBTAINV
15、IGOROUSLYTHERELATEDSERVICETHECOMPANYMUSTPERMITSOMEAGILELY,ADAPTSTHECHANGE,CONSIDEREDTHEACCIDENT,IFTHEYHAVETHEACHIEVEMENTTOBEGETTINGMOREANDMOREURGENTANDTHERELATEDORGANIZATION,HESAIDTHENYOUONTHEFEEDBACKDEVELOPMENTANDTHEPERFORMANCE,THEREPAYMENTWHICHANDCAUSESTHEPROCESSNEEDSTOINCLUDEWIDESPREADSHARINGANDT
16、HEGOAL,THUSOBTAINSTHECOMMUNICATIONGOALALIGNMENTFUSIONANDRELATEDTHELEADERSHIPAPPRAISALCONFERENCESHOULDINVOLVETHECALIBRATION”THECALIBRATIONCONFERENCEWASVERYIMPORTANTITISOFAGOODACHIEVEMENTSMANAGEMENTKEYSSAID“THECALIBRATIONINCLUDINGTHEACHIEVEMENTSLEVEL,THEMULTIPLESOURCEREMOTESENSINGFEEDBACKS,THEPERFORMA
17、NCEANDTHEACHIEVEMENTSAPPRAISAL,SAIDTHEPERFORMANCECAPABILITYNEEDSTOBECONNECTEDFOREXAMPLE,THEINTERMEDIATEDECKWILLBEASOLIDMODELCOMMUNITYTEACHER,HEWILLBETHEENTIRESUCCESS,ACCORDINGWHOWILLATOPPERFORMERBEONEKINDOFISASUCCESSFULEXAMPLE,WHOPROVIDESTHEBIGGESTCOMMERCIALVALUEISONEKINDHASTHEVERYHIGHPERFORMER,THEP
18、EOPLEWILLBEFAMILIARWITHINDIVIDUALWILLALSOAGREE,HIS/HERPERFORMANCEWILLBEREMARKABLE,SHESAIDREALIZEDTHATTOWILLBEHIGHERTHANTHEAVERAGELEVELTHEPERFORMERMODELPROJECTTOHAVE35RANKSATHIRDLEVELPROJECTADDITIONORDEROFCOMPLEXITY,HASPROVIDEDTHEMOREPERFORMANCEDIFFERENCES,ANDHASABILITYISTHERELIABLEGOAL,GAUGECAPACITY
19、,OVERALLPERFORMANCE,ACCORDINGTHECOMPANYNEEDSTOREMEMBER,THEPERCENTAGESCALEDHEIGHTOFBURSTSTILLWANTEDFAIRLYLOW,ISBECAUSEHASTHEPOSSIBILITYTOWORRY,EACHPERSONTURNSONE“TOBEHIGHERTHANTHEAVERAGELEVEL”THEPERFORMERTHEPLANDIVIDESINTOTHREEBROADHEADINGSTHELEVELSIS1OUTSTANDINGHAS15TO20STAFFS2WHATISCOMPLETELYSUCCES
20、SFULIS753CANNOTSATISFY10AFIVETIERPLANTHELEVEL1CLEARLYPROMINENT10ORLESS2ON20TO303COMPLETELYSUCCESSFUL40504NEEDSTOIMPROVE1520035UNACCEPTABLE10WITHTHESESTRATIFICATIONPLANES,“YOUTHEEXTREMEWHICHSEEKSISLEAVING,COMPANYSPOLICYANDABILITYMUSTGETRIDWHICHBASEDOESNTHAVETHEWAGEINCREASELOWPERFORMER,ASWELLASTHESECO
21、NTRIBUTIONSARELOWERTHANTHEELECTRICCURRENTBASEPAYTOTHEORGANIZATIONTOBEOPPOSITEINTHEMARKETOR,BUTTHEYMETALREADYHADCOMPETITIVEPOWERBASEPAY外文题目NEEDTOIDENTIFYANDREWARDHIGHPERFORMERS出处REPORTONSALARYSURVEYS作者KENTHORESONEMPLOYERS译文面对萎缩的预算,组织希望得到最好的投资回报率，这意味着集中注意力有限的资金在表现良好生产率水平,销售量的增加,或高顾客满意度。公司已经稳步走向鉴别基本工资增
22、加基础上的表现在过去的两年中,根据几位研究。从IOMA,发现了四分之一公司实际降低了调查补偿成本由集中于顶级表演者。尽管这是一个优秀的策略之一。公司所面临的主要问题是,他们经常不知道谁是他们的最好的员工,补偿咨询公司说2011年主办研讨会,补偿问题通过IOMA。当然,高表演者要被认出来和奖励,并将想加入住在一个公司说这么做了,此外,有合适的类型的积分计划帮助工人成长和增添价值,公司。“组织不能不做”之说你得到一个更大的价值自缴纳费用,和保持高资历经常王牌性能。“如果你你公司的员工率,及相关支付,支付顶级表演者大多数“问周杰伦舒斯特尔,“这是更有可能的是,终身因素哪一个人的薪水群星”赔偿应该是建
23、立在一个人的增值之组织、说作者。“那政策将引导稀缺付美元谁提供最组织的价值吗根据他们的作用。那些达到预期能否增加第二类人不要达到预期有计划工作,并没有上升。”他补充说。“可变性工资做得更好在有回报结果。基本工资用于价值和增长随著时的推移。可变性工资是用来奖励短期的性能,”他说。以帮助支付积极的性能全部员工,希望能得到他们移开“一个台阶北”,但为了达到这个目的,一个公司需要公平、一致的绩效评价标准,她说,“组织不能留住自己最好的人员,除非他们能分辨他们,”传播价值”的经理人均匀开车走了高的表演者和鼓励中表现平平说“从他们的员工绩效管理。性能管理可作为一种商业工具经理交流的重要目标和方向对公司来说
24、,顾问解释说。然而,它只会可能成功,如果所有的经理被训练来管理一个表现吗计划好。“其中一个原因绩效管理不顺利是因为评估程序上。这是一个意见的经理,根据观测和其他的测量。公司需要明白的评价基于意见,她说。经理,转,需要一个可以给予公平、公正的正式的评估/意见个体工作。科学有效的激励机制能够让员工发挥出最佳的潜能，为企业创造更大的价值。激励的方法很多，但是薪酬可以说是一种最重要的、最易使用的方法。它是企业对员工给企业所做的贡献包括他们实现的绩效，付出的努力、时间、学识、技能、经验和创造所付给的相应的回报和答谢。在员工的心目中，薪酬不仅仅是自己的劳动所得，它在一定程度上代表着员工自身的价值、代表企业
25、对员工工作的认同，甚至还代表着员工个人能力和发展前景。管理者也需要认识到个人收到评价应懂他们的绩效评估,做但并没有这么做必须同意。最好的公司需要人才管理,包括鉴别性能和支付联系在一起的他们的经理能自己的支付,奖励和事业增长。但在当前的经济,许多管理者抱怨没有足够的预算将所给的赏赐性能。组织的真的需要谈论那性能上设置,并确保伸展目标是有关业务。他们也需要因素实现这些困难更多的球,因为绩效奖励,以加强伸展目标的确立,说“。连接到商业策略。目标应当连接到经营策略,然后呢可能包括财务、顾客、运营,一般,目标,根据作者。目标应该得到大力有关业务。公司还应当允许一些敏捷,去适应变化,考虑意外如果他们有成就
26、越来越紧迫和相关的组织,他说。然后你就反馈的发展与表现,并导致的回报。过程需要包括广泛的共享和目标从而获得沟通目标对准融合和相关。领导评价会议应该涉及校准。”校准会议是很重要的它是关键之一良好的绩效管理说“。校准包括绩效水平,多源遥感反馈,性能和绩效评估,说。性能水平需要相关的。例如,中层将是一个固体纹身师,他将是全成功,根据。一个顶级表演者将是一种谁是一个成功的榜样,谁提供最大商业价值。是一种具有很高的表演者,人们熟悉和个人的也会同意,他/她性能卓越,她说。认识到高于平均水平的表演者典型的项目将有35个等级。一个三级项目增添复杂度,提供了更多表现差异,且有能力是可靠的目标,评价能力,整体性能,根据。公司需要记住,百分比高仍要公平低,就是因为有可能担心,每个人变成一个“高于平均水平”表演者。计划分成三大类的水平是1。优秀的有百分之15到20的员工2。完全成功的为（75）3。不能满足10一个FIVETIER计划的水平1。清楚地突出10或更少2。上百分之20到303。完全成功40504。需要改进1520035。不可接受的10与这些层面,“你正在寻找的极端离,公司的政策及能力要摆脱、。没有哪个基增加工资低表演者,以及那些贡献对组织低于电流基本工资相对于市场。或者,不过他们见面已经有竞争力基本工资。
