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关于如何提高人工效能,在本次论坛广州站的演讲中,丘磐教授重点强调了制度保障方面的问题。这个制度保障,具体包含四个方面,简单归纳即目标管理与工作量化、人事相符与战略管理、差别工资与优秀员工、科学培训与员工均衡。编者结合演讲文字,梳理出如下思路:要提高人工效能,最根本的一点,就是要设定目标,而目标落实,就必须坚持长期的绩效考核,而要做好绩效考核,工作必须要量化;第二点是要人岗匹配,应该因岗设人,落实到工作中就需要进行工作分析,这个过程的落脚点,在于企业的战略管理目标;第三点要注意撇除人员流失的影响,在留人上要做好薪酬管理,根据岗位和员工的优劣实行差别工资;第四点是在考核、招人、留人这前三项工作之外,对于高端员工,可以采用师傅带徒弟的方式,但对于低端岗位的员工,要重视科学培训和员工均衡,即实施模板化管理。
On how to improve artificial performance, Professor Qiu Pan emphasized the problems of system guarantee in the speech of Guangzhou Forum of this forum. This system guarantee contains four aspects, which are simply summarized as goal management and work quantification, personnel conformity and strategic management, differential salary and excellent staff, scientific training and staff balance. In combination with the speeches, the editor sorts out the following ideas: The most fundamental point to improve manpower effectiveness is to set goals. If the goals are to be implemented, we must uphold the long-term performance appraisal. To do a good job in performance appraisal, we must quantify our work. The second point is to match people and posts, should be based on posts, the implementation of the work to be carried out on the need for job analysis, the foothold of this process lies in the strategic management objectives of the enterprise; the third point should pay attention to skimming the impact of staff turnover, In keeping people to do a good job in salary management, according to the advantages and disadvantages of positions and staff to implement differential wage; The fourth point is in the assessment, recruit people, to stay in the first three jobs, for high-end employees, you can use the master apprentice Way, but for low-position employees, we must attach importance to scientific training and employee balance, that is, the implementation of the template management.