江蘇興盛風(fēng)能科技公司的績效薪酬體系問題研究論文附表(存儲版)
【正文】 關(guān)鍵取決于成員間的合作和相互學(xué)習(xí)。寬帶薪酬以實際的工作表現(xiàn)為評價目標(biāo)，給年輕而資歷淺的職員更多的高薪機(jī)會，這一方面能吸引更多的有潛力的年輕人加盟，提升創(chuàng)新型企業(yè)的人才選拔基礎(chǔ)，另一方面也能突出研發(fā)人員在創(chuàng)新型企業(yè)內(nèi)與其他員工的相對比較優(yōu)勢。對于創(chuàng)新型企業(yè)來說，由于級別間的工作定義相對重合，變化彈性大，對于知識和技能的要求有交叉，也就是說，上下崗位對知識和能力的要求有些區(qū)別，但有交叉，并且可以交叉度比較大。d personnel and organizational levels in higher levels of research and development Four working characteristics of innovative talents, and the applicability of the personnel with broadband salary or some other type of employees in the same wide .翻譯：一、創(chuàng)新型企業(yè)的組織特征與寬帶薪酬的適用性反應(yīng)和迅速決策。d of innovative enterprise by education level of general higher, feeling self achievement demands more intense, while the traditional organization characteristics ZhongDengJi level is more, and fail to take into consideration for the innovative talents design corresponding promotion grade, cannot from status in full .Sufficient for the fulfillment of their needs. Plus traditional salary design based on hierarchy, make most are not corresponding grade or had no intention to obtain corresponding grades of innovative talents in the narrow is the characteristic of traditional salary was a breakthrough in the money, also cannot obtain self fulfillment. Salary pay not the broadband position or level of heroes, but with ability and performance evaluation as the guidance, the less salary grade, each rank within the salary floating range are big (sometimes up to 200300%), as long as the innovative talents make contribution, in spite of his rank position can get a few times in the former salary, from Labour remuneration satisfy innovative talents sense of acplishment. In addition to the innovationtype enterprise, the developers of innovative ability is the key. Three innovative talents, and personality characteristics and applicability of broadband salary qualifications shallower developers tend to accept and use new technology, innovative enterprise technology innovation is important source of, so many Chinese innovation enterprise in the recruitment of staff39。七、完成論文所具備的條件因素資料收集：圖書館中國期刊全文數(shù)據(jù)庫資料，以及現(xiàn)刊閱覽室文獻(xiàn)查閱，結(jié)合網(wǎng)絡(luò)資源進(jìn)行搜索。找出影響企業(yè)薪酬滿意度的因素。針對存在的問題，提出有效的建議。審核意見：審核人簽名：2011年10 月20 日題目類型－－為結(jié)合科研；為結(jié)合生產(chǎn)實際；為結(jié)合大學(xué)生科研訓(xùn)練計劃； 為結(jié)合學(xué)科競賽；模擬仿真；其它題目來源－－ ； 、自擬揚州大學(xué)本科生畢業(yè)論文任務(wù)書論文題目江蘇興盛風(fēng)能科技公司的績效薪酬體系問題研究年級08級專業(yè)工商管理學(xué)生姓名***學(xué)號***主要內(nèi)容：如今，人類進(jìn)入了一個以知識為主宰的全新經(jīng)濟(jì)時代，企業(yè)的人力資源開發(fā)、管理能力已逐漸成為影響企業(yè)生存、發(fā)展的核心能力之一。激勵主要是指激發(fā)人的動機(jī)，使人有一股內(nèi)在的動力，朝著所期望的目標(biāo)前進(jìn)的
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