企业薪酬体系如何与绩效评价体系挂钩

激(ji)励(li)的依(yi)据是(shi)绩(ji)效评价(jia)，激(ji)励(li)的手段是(shi)薪酬分(fen)配，而激(ji)励(li)的目的在于使企(qi)业价(jia)值的创(chuang)造者发挥(hui)主(zhu)动性和创(chuang)造力，从而为企(qi)业带来(lai)更(geng)多(duo)的利益。因此(ci)，在分(fen)析薪酬体(ti)系如何(he)与绩(ji)效评价(jia)体(ti)系如何(he)挂钩(gou)这(zhei)个问题之(zhi)前，必须(xu)搞明白企(qi)业绩(ji)效评价(jia)体(ti)系的构成部分(fen)。
科(ke)学(xue)的(de)(de)(de)绩(ji)效评(ping)(ping)(ping)价(jia)体系(xi)包括以素(su)质模(mo)型为(wei)核(he)心的(de)(de)(de)能力(li)评(ping)(ping)(ping)价(jia)体系(xi)、任(ren)职(zhi)(zhi)(zhi)(zhi)(zhi)资格(ge)评(ping)(ping)(ping)价(jia)体系(xi)和以KPI为(wei)核(he)心业绩(ji)评(ping)(ping)(ping)价(jia)体系(xi)。能力(li)评(ping)(ping)(ping)价(jia)指(zhi)的(de)(de)(de)是(shi)(shi)评(ping)(ping)(ping)价(jia)员(yuan)工是(shi)(shi)否具备(bei)某一职(zhi)(zhi)(zhi)(zhi)(zhi)位(wei)所(suo)要求的(de)(de)(de)个(ge)性特质。任(ren)职(zhi)(zhi)(zhi)(zhi)(zhi)资格(ge)评(ping)(ping)(ping)价(jia)体系(xi)指(zhi)的(de)(de)(de)是(shi)(shi)评(ping)(ping)(ping)价(jia)员(yuan)工是(shi)(shi)否具备(bei)某一职(zhi)(zhi)(zhi)(zhi)(zhi)位(wei)所(suo)要求的(de)(de)(de)职(zhi)(zhi)(zhi)(zhi)(zhi)位(wei)行为(wei)能力(li)，或者说是(shi)(shi)职(zhi)(zhi)(zhi)(zhi)(zhi)位(wei)胜(sheng)任(ren)力(li)。以KPI为(wei)核(he)心业绩(ji)评(ping)(ping)(ping)价(jia)体系(xi)指(zhi)的(de)(de)(de)是(shi)(shi)考(kao)核(he)员(yuan)工的(de)(de)(de)工作是(shi)(shi)否达到某一职(zhi)(zhi)(zhi)(zhi)(zhi)位(wei)所(suo)要求的(de)(de)(de)关键绩(ji)效指(zhi)标。
考(kao)核(he)结果在薪(xin)酬管(guan)理(li)体(ti)(ti)(ti)系(xi)中应用主要体(ti)(ti)(ti)现在三个(ge)方面：根(gen)据职(zhi)位价值和任职(zhi)资(zi)格评(ping)价体(ti)(ti)(ti)系(xi)确定(ding)员工(gong)(gong)的(de)基本(ben)工(gong)(gong)资(zi)；根(gen)据KPI指标(biao)体(ti)(ti)(ti)系(xi)和能(neng)力(li)评(ping)价体(ti)(ti)(ti)系(xi)确定(ding)员工(gong)(gong)的(de)绩效工(gong)(gong)资(zi)；根(gen)据KPI指标(biao)体(ti)(ti)(ti)系(xi)、能(neng)力(li)评(ping)价体(ti)(ti)(ti)系(xi)和任职(zhi)资(zi)格评(ping)价体(ti)(ti)(ti)系(xi)决(jue)定(ding)员工(gong)(gong)的(de)工(gong)(gong)资(zi)定(ding)级。
一、根据职位价值和任职资格评价体系确定员工的基本工资
一个(ge)科学(xue)的(de)(de)(de)(de)(de)(de)(de)(de)薪(xin)酬体(ti)(ti)系首(shou)先要与工(gong)作(zuo)职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)紧密相(xiang)连。薪(xin)酬体(ti)(ti)系的(de)(de)(de)(de)(de)(de)(de)(de)第(di)一部(bu)(bu)为职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)工(gong)资(zi)。这个(ge)部(bu)(bu)分(fen)需要通过科学(xue)的(de)(de)(de)(de)(de)(de)(de)(de)职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)分(fen)析，通过分(fen)析确(que)立职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)的(de)(de)(de)(de)(de)(de)(de)(de)工(gong)作(zuo)内(nei)容、责权、工(gong)作(zuo)环(huan)境、在组织中(zhong)(zhong)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)置、内(nei)外部(bu)(bu)关系、任职(zhi)(zhi)(zhi)资(zi)格等基本的(de)(de)(de)(de)(de)(de)(de)(de)工(gong)作(zuo)内(nei)容，进(jin)而确(que)立明(ming)(ming)确(que)的(de)(de)(de)(de)(de)(de)(de)(de)职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)说(shuo)明(ming)(ming)书，将人员(yuan)(yuan)和职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)有效(xiao)地结合(he)起来(lai)，依(yi)据“合(he)适(shi)的(de)(de)(de)(de)(de)(de)(de)(de)人在合(he)适(shi)的(de)(de)(de)(de)(de)(de)(de)(de)职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)上(shang)”的(de)(de)(de)(de)(de)(de)(de)(de)原则，将企业(ye)的(de)(de)(de)(de)(de)(de)(de)(de)人力资(zi)源进(jin)行(xing)(xing)合(he)理(li)有效(xiao)的(de)(de)(de)(de)(de)(de)(de)(de)配置。在职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)分(fen)析的(de)(de)(de)(de)(de)(de)(de)(de)基础上(shang)，对职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)的(de)(de)(de)(de)(de)(de)(de)(de)价(jia)值(zhi)(zhi)进(jin)行(xing)(xing)科学(xue)有效(xiao)的(de)(de)(de)(de)(de)(de)(de)(de)评价(jia)，通过科学(xue)的(de)(de)(de)(de)(de)(de)(de)(de)手段和科学(xue)的(de)(de)(de)(de)(de)(de)(de)(de)工(gong)具评价(jia)出各个(ge)职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)在企业(ye)的(de)(de)(de)(de)(de)(de)(de)(de)中(zhong)(zhong)的(de)(de)(de)(de)(de)(de)(de)(de)价(jia)值(zhi)(zhi)，确(que)立职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)的(de)(de)(de)(de)(de)(de)(de)(de)薪(xin)资(zi)水平，即(ji)(ji)为职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)工(gong)资(zi)，它是一个(ge)有上(shang)下(xia)限(xian)的(de)(de)(de)(de)(de)(de)(de)(de)区间。然后，根据任职(zhi)(zhi)(zhi)资(zi)格体(ti)(ti)系确(que)立员(yuan)(yuan)工(gong)的(de)(de)(de)(de)(de)(de)(de)(de)个(ge)人价(jia)值(zhi)(zhi)，即(ji)(ji)不同的(de)(de)(de)(de)(de)(de)(de)(de)员(yuan)(yuan)工(gong)做(zuo)同一个(ge)职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)的(de)(de)(de)(de)(de)(de)(de)(de)工(gong)作(zuo)的(de)(de)(de)(de)(de)(de)(de)(de)价(jia)值(zhi)(zhi)是不同的(de)(de)(de)(de)(de)(de)(de)(de)，根据员(yuan)(yuan)工(gong)所掌握的(de)(de)(de)(de)(de)(de)(de)(de)知识、技能、经(jing)验的(de)(de)(de)(de)(de)(de)(de)(de)层次确(que)定该员(yuan)(yuan)工(gong)在职(zhi)(zhi)(zhi)位(wei)(wei)(wei)(wei)(wei)(wei)(wei)工(gong)资(zi)中(zhong)(zhong)的(de)(de)(de)(de)(de)(de)(de)(de)具体(ti)(ti)值(zhi)(zhi)，这个(ge)环(huan)节我们称之为员(yuan)(yuan)工(gong)价(jia)值(zhi)(zhi)。
通过以上两个(ge)步骤(zhou)，基本上确立了员工的基本工资，即(ji)职位(wei)工资+员工价值。
二、根据KPI指标体系和能力评价体系确定员工的绩效工资。
绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)是(shi)(shi)(shi)(shi)指通过对员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作业绩(ji)(ji)(ji)、工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作态度、工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作能(neng)力等方面的(de)(de)(de)考核(he)评估(gu)，确立员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)增长(zhang)幅度。因此，绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)应该是(shi)(shi)(shi)(shi)基(ji)本(ben)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)的(de)(de)(de)一个(ge)百分(fen)(fen)数(shu)，基(ji)本(ben)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)是(shi)(shi)(shi)(shi)不变的(de)(de)(de)，所(suo)要变动的(de)(de)(de)是(shi)(shi)(shi)(shi)绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)的(de)(de)(de)增幅。绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)的(de)(de)(de)增幅应根据员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)绩(ji)(ji)(ji)效(xiao)(xiao)评价分(fen)(fen)数(shu)和其在(zai)(zai)(zai)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)结构中(zhong)(zhong)的(de)(de)(de)位置确定。员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)绩(ji)(ji)(ji)效(xiao)(xiao)考核(he)分(fen)(fen)数(shu)可(ke)(ke)从(cong)“优(you)秀”到“差”分(fen)(fen)为四档；员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)在(zai)(zai)(zai)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)结构中(zhong)(zhong)的(de)(de)(de)位置可(ke)(ke)由四分(fen)(fen)位数(shu)来(lai)表示。在(zai)(zai)(zai)一些具有特殊(shu)在(zai)(zai)(zai)线(xian)观(guan)看亚洲成(cheng)人_亚洲国产精品(pin)自(zi)产在(zai)(zai)(zai)线(xian)播放_十九岁日(ri)本(ben)电影免费完整版(ban)观(guan)看_欧美日(ri)韩精品(pin)久久久久的(de)(de)(de)公(gong)(gong)司(si)(si)中(zhong)(zhong)，绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)制度的(de)(de)(de)推行(xing)可(ke)(ke)能(neng)会(hui)破坏工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作气氛(fen)，打(da)击(ji)员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)士气，如(ru)在(zai)(zai)(zai)特别重视团队合作的(de)(de)(de)公(gong)(gong)司(si)(si)。可(ke)(ke)行(xing)的(de)(de)(de)弥补措施是(shi)(shi)(shi)(shi)在(zai)(zai)(zai)考核(he)个(ge)人绩(ji)(ji)(ji)效(xiao)(xiao)的(de)(de)(de)同时(shi)，结合团队、部门(men)、公(gong)(gong)司(si)(si)绩(ji)(ji)(ji)效(xiao)(xiao)确定个(ge)人绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)，例(li)如(ru)：员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)=绩(ji)(ji)(ji)效(xiao)(xiao)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)基(ji)数(shu)×个(ge)人绩(ji)(ji)(ji)效(xiao)(xiao)系数(shu)×部门(men)绩(ji)(ji)(ji)效(xiao)(xiao)系数(shu)×公(gong)(gong)司(si)(si)绩(ji)(ji)(ji)效(xiao)(xiao)系数(shu)。这说(shuo)明(ming)了工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)分(fen)(fen)配(pei)的(de)(de)(de)来(lai)源(yuan)是(shi)(shi)(shi)(shi)什么(me)，首先是(shi)(shi)(shi)(shi)公(gong)(gong)司(si)(si)的(de)(de)(de)效(xiao)(xiao)益，所(suo)以(yi)(yi)当公(gong)(gong)司(si)(si)效(xiao)(xiao)益明(ming)显下(xia)降时(shi)，员(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)也(ye)可(ke)(ke)以(yi)(yi)下(xia)调，这就是(shi)(shi)(shi)(shi)说(shuo)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)资(zi)(zi)(zi)(zi)可(ke)(ke)以(yi)(yi)两头伸缩，随着公(gong)(gong)司(si)(si)与部门(men)的(de)(de)(de)经(jing)营业绩(ji)(ji)(ji)上(shang)下(xia)浮动。
三、根据KPI指标体系、能力评价体系和任职资格评价体系决定员工的工资定级。
在进行员工工资定(ding)级时，只有三(san)者(zhe)结(jie)合起来(lai)，才能有效实施工资调(diao)整。如图所示，这说(shuo)明了员工所担任(ren)的职位、员工的工作能力和员工的实际工作绩(ji)效三(san)者(zhe)之(zhi)间(jian)的关系。

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