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【北京】“超级HR必修课”房地产企业薪酬设计与绩效管理实战演练(12月6-7日)(国外英文资料)
【北京】“超级HR必修课”房地产企业薪酬设计与绩效管理实战演练(12月6-7日)(国外英文资料)
[Beijing] super HR compulsory real estate enterprise salary system and performance management practice (December 6-7)
[background] course
Your company is facing the following problems:
? a position of a salary, job promotion, wages do not rise?
The manager in charge of more than? Tired, but just a few hundred dollars a month salary?
? market, design manager is much higher than the administrative compensation, but our company the same level are the same?
Our company together? Or salary, or do not rise?
We will have to cry? Milk to eat, every day doing nothing but to the leadership of the wage rise, honest work did not rise?
Our company is going to take? Each months wages 20% quarter award, but the company does not have a staff agree?
The business of the company with the staff? It seems no relationship, money and debt are the owner of the thing?
Our company? Old salary less than half the new employees, the company does not treat the old employees when people see?
The company does not have any benefits? No, tourism, holiday no fees, no holidays, even social insurance and housing fund are the lowest?
Our company did not? For employee tax avoidance, does not consider the interests of employees?
? a person in charge of the department performance interview form, is the main force employees to sign, do not consider the basic employee occupation career?
? the performance appraisal system of long and complex implementation of a performance appraisal is equal to a tire body?
? the implementation of a performance appraisal, employee mayhem time, staff performance appraisal of disgust?
No? Performance appraisal interface and corporate culture, and personnel training has not what relevance, just to pay, punishment or promotion appraisal?
How? According to the strategy, processes and functions are job description
How? Job evaluation based on the benchmark jobs
The construction of post value matrix?
The real estate industry salary de
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