| 基于团队的薪酬体系设计探讨 |
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| 引用本文： | 赵海霞. 基于团队的薪酬体系设计探讨[J]. 企业活力, 2010, 0(4): 63-67 |
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| 作者姓名： | 赵海霞 |
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| 作者单位： | 郑州大学升达经贸管理学院,新郑,451191;华中科技大学管理学院,武汉,430074 |
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| 摘 要： | 员工对薪酬体系的公平和风险感知是影响其态度和行为的关键因素。建立科学的绩效评价体系,依据职位层次和工作任务特点确定适当的变动薪酬激励强度,选择适合团队规模和绩效特点的团队绩效薪酬激励强度,以及与团队任务和团队成员特点相匹配的团队绩效薪酬分配规则,是基于团队的薪酬体系设计的核心。
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| 关 键 词： | 团队薪酬 公平 激励强度 分配规则 |
An Exploration on the Design of Team-based Pay System |
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| Zhao Hai-xia. An Exploration on the Design of Team-based Pay System[J]. Enterprise Vitality, 2010, 0(4): 63-67 |
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| Authors: | Zhao Hai-xia |
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| Affiliation: | Zhao Hai-xia(Shengda Economics,Trade ＆ Management College,Zhengzhou University,Xinzheng,451191,China;College of Management,Huazhong University of Science and Technology,Wuhan 430074,China) |
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| Abstract: | Employees' justice and risk perception of the pay system are the key factors which influence their attitudes and behavior.Four factors should be paid more attention when designing team-based pay system in organizations,which include a scientific performance appraisal system,incentive intensity of variable pay based on job level and job characteristics,incentive intensity of team-performance-based pay of proper team size and performance characteristics,and allocation rules of team-based pay which match with ... |
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| Keywords: | team-based pay fairness incentive intensity allocation rules |
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