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自诺贝尔经济学奖得主舒尔茨第一次系统提出人力资本论以来,人作为最宝贵的资源越来越受到各类组织的重视。作为人力资源管理的重要手段,薪酬绩效管理在银行界并不陌生。从单纯以存贷款为主的规模增长考核,到以效益指标为主的绩效考核,再到平衡计分法、360度考核法乃至全面绩效管理,薪酬绩效管理日臻完善、逐步成熟,不断推动银行业科学稳健发展。有效的薪酬绩效管理注重赢在顶层设计,一般应具备三种特征:一是注重科学导向。既要全面系统,统
Since the first systematic introduction of human capital theory by Nobel Prize laureate Schulz, human beings, as the most precious resource, have drawn more and more attention from all kinds of organizations. As an important means of human resource management, pay performance management is no stranger to the banking industry. From the mere scale-up assessment mainly based on deposits and loans, to the performance evaluation based on the performance indicators, to the balanced score method, the 360-degree assessment method and even the overall performance management, the remuneration performance management is improving and maturing, and the Bank constantly promotes Scientific and steady development of industry. Effective pay performance management Pay attention to win the top design, generally should have three characteristics: First, pay attention to science-oriented. It is necessary to be comprehensive and systematic