企业绩效管理与

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1、企业绩效管理与薪酬制度-12-目录一、企业绩效管理··························································21、我国企业绩效管理中存在的问题················································2（1）绩效管理的认知误区——绩效考核的简单替代。································2（2）绩效管理实施过程中存在的问题·············································3①绩效目标················

2、···············································3②考核主体·······························································3③绩效沟通·······························································3④考核实施艺术问题·······················································32、企业绩效管理是科学性与艺术性的统一····················

3、······················3（1）绩效管理的模糊性为其管理艺术的实现提供了可能·····························3（2）绩效管理是艺术演绎科学的具体发挥·········································3（3）绩效管理的艺术性是留住人才的关键·········································43、绩效管理需要营造以绩效目标为导向的绩效文化··································4（1）绩效文化的“文化”障碍··················

4、··································4①面子问题·······························································4-12-②“中庸”之道····························································4③为了打破这种文化差异,需要在以下几个方面进行改善························4（2）企业“以人为本”的真正含义是“以人的绩效为本”······························4①企业通过绩效

5、管理来培养激励员工·········································5②向企业所有员工传达一种正确的绩效理念与绩效价值观·······················5（3）如何让绩效管理“文化”起来·················································54、企业成功地实施绩效管理的关键点··············································5（1）企业“无为而治”的有机管理基础··········································

6、···5（2）企业管理的最高境界就是不用管理···········································5二、薪酬制度···································································61、传统薪酬制度的弊端··························································6（1）激励不恰当，给员工定位不准确···············································7（2）平均主义严重······

7、························································7（3）薪酬设计与管理具有随意性··················································7（4）激励动力不足，激励成本不断上升·············································7（5）激励的短期化甚至不具有激励性-12-··············································72、宽带薪