绩效管理理论在企业薪酬管理中的运用思考  

Thinking on the application of performance management theory in enterprise compensation management

作　　者：徐斌 XU Bin(China Railway SIYUAN Survey and Design Group Co.,Ltd Wuhan 430063)

机构地区：[1]中铁第四勘察设计院集团有限公司勘察院,武汉430063

出　　处：《铁道勘测与设计》2023年第4期100-103,共4页Railway Survey and Design

摘　　要：我国经济水平的不断提高带来了许多机遇和挑战,对企业的管理水平提出了更高要求和标准。因此,在当前市场经济不断完善的背景下,企业必须积极应对各种挑战,提高自身的核心竞争力,才能在激烈的市场竞争中立于不败之地。从长远来看,人才竞争是企业之间的主要竞争方式,只有充分重视人力资源管理,有效发挥绩效管理和薪酬管理的作用和优势,从企业长期战略目标出发,实现现有绩效管理和薪酬管理的优化和升级,建立完善的管理机制,才能为企业提供持续的动力,促进企业的长期发展。The continuous improvement of our economic level has brought many opportunities and challenges,and had higher requirements and standards for the enterprise management.Therefore,under the background of the ongoing improvement of the current market economy,enterprises must actively respond to various challenges,improve their core competitiveness in order to remain invincible in the fierce market competition.In the long run,talent competition is the main element between enterprises.To promote the long-term development of the enterprise,we should pay full attention to human resource management and play a full role in advantages of performance management and salary management.With the long-term strategic goals of enterprises,the optimization and upgrading of the existing performance management and salary management have to be realized,as well as a sound management mechanism would be built up.All these boost developments of enterprises in the long run.

关 键 词：企业绩效管理 薪酬管理机制 

分 类 号：F27[经济管理—企业管理]