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在当前的经济环境下,企业须要充分发挥员工的主观能动性,需不断完善职工薪酬考核分配方案,使其更相对合理,理顺付出与回报的关系,多劳多得,鼓励员工为企业多做贡献。结合工作实践,本文对金融企业职工薪酬分配方案修订完善过程中遇到的如制定原则框架、指标选择、参数测定等方面内容,运用西方经济学、管理会计、博弈论中的理论及方法进行了研究,重点对工资率的测定等内容建立了模型做量化分析,研究其可行性、合理性,对员工激励作用的影响。
In the current economic environment, enterprises need to give full play to the subjective initiative of employees. They need to constantly improve the assessment and allocation plan for employees, make them more reasonable and rationalize the relationship between payout and return. They should work harder and encourage employees to do more business contribution. Combining with the practice of work, this article has made some suggestions to the financial enterprise such as the formulation of the principle frame, the selection of indexes and the determination of the parameters encountered in the process of revising and perfecting the remuneration scheme for employees. By using the theories and methods of western economics, management accounting and game theory Research, focusing on the determination of wage rates and other content to establish a quantitative analysis of the model to study the feasibility, rationality, the impact of employee motivation.