生产率改进方案

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1、第十讲生产率改进方案Chapter10ImplementingProductivityImprovementProgramsChapteronline10.1以绩效定薪酬方案Pay-for-performanceprograms以绩效定薪酬方案的原理RationaleforPay-for-PerformancePrograms有效的绩效定薪酬方案的标准StandardsforEffectivePay-for-PerformancePrograms功绩薪酬计划MeritPayPlans计件工资制Piecerateplans盈利共享

2、Gainsharingplans利润共享Profit-sharingplans10.2雇员授权方案Employeeempowermentprograms非正式参与决策方案Informalparticipativedecision-makingprograms工作丰富化JobenrichmentDesirableEmployeeBehaviorsAttendworkregularlyCometoworkontimeWorkwellwithothersWork“smart”Work“hard”回报的类型TypesofRewards回报

3、Rewards外滋Extrinsic内滋IntrinsicGivenbysomeoneelseComefromwithinTypesofProductivityImprovementPrograms生产率改进方案ProductivityImprovementPrograms以绩效定薪金方案Pay-for-PerformancePrograms雇员授权方案EmployeeEmpowermentProgramsExtrinsicRewardsIntrinsicRewards10.1以绩效定薪金方案的机理RationaleforPay-

4、for-PerformanceProgramsPayLinkedtoPerformanceTopPerformersRewardedLowPerformersNotRewardedHighLevelsofPerformanceMaintainedIncreasePerformancetoReceiveFutureRewardsLeavetheOrganization期望理论ExpectancyTheoryModel努力Effort达到绩效SuccessfulPerformance有价值的外滋激励ValuedExtrinsicRew

5、ard有价值的内滋激励ValuedIntrinsicReward达到组织目标AchievementofOrganizationalGoals可能性PerceivedProbability可能性PerceivedProbability有效的以绩效定薪金方案的标准StandardsforEffectivePay-for-PerformancePrograms努力与绩效的联系Effort-performancelinks绩效与回报的联系Performance-rewardlinks回报的价值Valueofrewards回报的及时性Tim

6、elinessofrewards绩效与组织目标的联系Performance-organizationalmissionlinks成本效率Costefficiency功劳薪金计划MeritPay年度工资增长Annualpayraises根据工资绩效水平BasedonlevelsofperformancePerformancePayRaisesHighLow功劳薪金计划MeritPayPlans功劳薪金指南表Meritpayguidecharts主管决定SupervisorydiscretionMeritPayGuidechartsP

7、erformanceRating(%)CurrentAboveBelowPayQuartileSuperiorAverageAverageAverage4th64003rd86402nd108601st121080为何功劳薪金计划常常失败WhyMeritPayPlansOftenFail不完善的绩效评估体系Poorperformanceappraisalsystem绩效和回报的联系不清晰Unclearperformance-rewardlink回报不被雇员看重Rewardsaren’tvaluedbyemployees不能区分雇员

8、的表现Failuretodistinguishamongemployees行为和回报的时间间隔太长Timelagbetweenbehaviorandreward成本效率不高Notcostefficient有可能鼓励竞争而不是合作行为Rewardth