人力资源课程,标杆地产企业绩效考核与薪酬体系设计方案实战(国外英文资料).docVIP

人力资源课程,标杆地产企业绩效考核与薪酬体系设计方案实战(国外英文资料) [Chongqing] benchmark estate enterprise performance evaluation scheme and compensation system of combat training courses (18-19 April) [Objective] curriculum The housing problem?: ? the company strategy is not clear, the strategy seems to be independent of human resource management? ? corporate strategy can not break down, or by reference indicators to them? The Department plans to rely on self reporting? Department, reported more losses, less reported fewer losses? What? Within the department basically no plan, think of where to do? The number of people blame the staff responsible for? Far more than the number of training employees, departments responsible for love company? ? 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? What? The performance appraisal is not interface with the corporate culture, and personnel training has not what association, just to pay, punishment or promotion appraisal? ? 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