人力资源专业+毕业论文+外文翻译+中英文绩效考核与员工激励.docx

人力资源专业+毕业论文+外文翻译+中英文绩效考核与员工激励.docx

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人力资源专业+毕业论文+外文翻译+中英文绩效考核与员工激励

人力资源专业毕业论文外文翻译中英文：

绩效考核与员工激励

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第1页

Theperformanceinspectionanddrivemechanism

Aseveryoneknows,theincentivesystemisamodernenterprisesystem,oneofthecorecontent,istoestablishtheenterprise'scorecompetitivenessthecornerstoneofenterprisemanagementisanintegralpartoftheessence.Inspiredtheterm"ChiHay”as”soexcitedheart”，thatistostimulatepeople'smotives,theactsofpeopleinducedtoproduceabuilt—inmomentumtowardsthedesiredgoaloftheprocess。

Asthenamesuggests，theso-callednegativeincentivesisabreachofindividualorganizationalgoalstopunishnon-expectedbehavior，sothatitdoesnotrecur，sothatindividualinitiativethegoalofmovingintherightdirectionoftransfer,disciplinaryactionforspecificperformance,economicsanctions，reductioninrank，descendingpay-outandsoon。

Inthemodernenterprisemanagementattachesgreatimportancetotheentrepreneursareinspired，andoftenneglectedtheroleofnegativeincentives,therefore,thisarticletalkaboutthenegativeincentivesintheenterprisemanagementapplication.

Negativeincentivesintheroleofcorporategovernance

1Negativeincentivestocontrolemployeebehaviorisahidden"stopline"

Justastheboundariesofmoralityandthelawasbeyondtheboundariesofethicsisboundtobepunishedbylaw，anegativeincentiveisthecase,hasday-to-daybusinessofthegeneralcodeofconduct,managementsystemsandsoon,beyondtheguidelines,thesystemwillbesubjecttocertainsanctions。

Ofcourse,thenegativeincentivemeasuresandmeanstoexistinmostofthecorrespondingenterprisemanagementsystem.Negativeincentivesasa"stopline”,perhapsasafewemployeesnotedthatthestaffactuallycontrolbehaviorplayedanindispensableroleinthenurtureofday-to-day，thestaff，consciouslyorunconsciously，haveacceptedthiskindsofnegativeincentiveregulation,theinvisibletothemanagementofbehaviorofavirtuouscycleofsustainedeffect.Forexample,inthesystemprovidesthat”adeductionforbeinglatetowork100"，allthestaffallknowcannotbelate，orelsetheywouldbepunished,undernormalcircumstances,employeesnaturallydevelopedahabittogoto

第2页

workontime,managersappliedonlyboundbyanegativeincentivemechanismtomanagetheentireenterpriseoflabordiscipline,wecansee，thehidden"stopline”howimportant.

2Negativeincentivescanplaytheroleofawarningtoothers

Onmorethananegativeincentivesystemsareoftenboundbytheboundariesofemployeebehavior,butthisdoesnotmeanthatallemployeeswillcomplywiththeagreedrules,asnotallhavethelawwillbelaw—abidingcitizens,thetotalstaffwillbeguiltyofsomekindsoferrorsOtherwise,thelegalsystemandtheenterprisesystemofnegativeincentivesnolongernecessary，whichmeans,whenthenumberofemployeesboundtoovercometheseconsequenceswillbepunishedaccordingly，andthenatureofthispunishmentismandatoryandthethreatofnature，thedeterrenteffect，oftenplayedtheroleofsetanexampleandreallymakeitimpossibleforworkerstoacceptthepsychologicalbehaviorofenterprisemanagementrespect，therebyenhancingself-managementbehavior.Forexample,supposeacompanyinthemonth,a3milliontogotoworklate，thismonth3businessdeduction100Yuaneach,andtonotice,itwillmakeemployeesawarethatsuchanegativeincentiveisnotameansofdisplay，butverygoodtomaintainlabordisciplineofenterprises。

3Negativepsychologicalmotivationsofemployeesisgreaterthantheimpactofrecurrentexcitation

Istheso—calledincentivesareinlinewiththeorganizationalgoalsofindividualactsofrewardexpectationsinordertomakemoreofsuchactsappearedtoraisetheenthusiasmofindividuals,mainlyforemployees，suchasrewardandrecognition。

However,employeesareinspiredtograduallydilutethepsychologicalimpact,especiallyforhigh-payingwhite—collarclass,asurveyshowedthatinChina，amonthlysalaryof5，000Yuanhigherthantheclass，fortherewardin10%oftheamountofincentives，theoverwhelmingmajorityofstaff"Nofeel"becauseofhigherrelativetotheirtotalremunerationforthisawardisinsignificant，itishardlysurprisingthattheydonotcare,andoftenwillfallintothehandsofrecognitionusedto”inertia”ofthetrap。

Andthepsychologicalimpactofnegativeincentiveishugeandhasadualnature,fromthephysicalpointofview,undernormalcircumstanceswouldhavebeenabletogetwasnotpunishment，isadoublelossand，moreimportantly,thespiritbycombat，

第3页

psychologicalfluctuationscanbeimagined,businessincentivesisthewaythroughthenegativepsychologicalimpactfromtheimpactoftheiractionstoachievethepurpose.Asinthepreviouscase,alatewhite—collarworkerswas100Yuananddeductionnoticeisveryworriedaboutthiswhite—collaremployeestochangehisawarenessofhispsychologicalimpactwasnotabletobemeasuredbymoney。

4Thepositiveeffectofnegativeincentives

Simplyunderstoodliterally,itisoftenthoughttoplayanegativeincentiveeffectisnegative,onthecontrary，weintheenterprisemanagementprocessistoplayapositiveeffectofnegativeincentives.Theabovementioned"stopline”orawarningtoothers,orallofthenegativeincentivesormeanstoregulateemployeebehaviorare,inordertoconductbusinessmanagementservices.Afewdaysago,aresearchreportthatthecurrentpersonnelmanagement"cannotpost,thesalarycanbeincreasedcannotbereduced,theannualassessmentisonlygood,competent，thereisnooraverysmallnumberofincompetent，"andmanyotherphenomenahavestemmedfromnotnegativeincentivesystem，whicheventuallyledtoalackofpassionandtheentirecollectivevitality,creativityandenthusiasmisnothigh。

Casesfromtheaboveanalysis,thepartiesmaybeapunishmentisnegative，thenegativeside，butshouldbenotedthatiftherearenosuchnegativeincentivemeasures,thewrongfulactofalaissez-faireattitudeofstaff，wecanimaginethefateofanenterprisewillbeHowwould，infact,thisisonlyasmallnumberofpeopleonthepunishment,theeffectistoenableenterprisestocomplywiththemajorityof”rulesofthegame”，thepositiveeffectismuchlargerthanthenegativeeffect;fortheparties，thenegativeimpactisonlytemporary,andonlyherecognizedthaterrorsandcorrections，thefinalresultispositive.

5Theimplementationofincentivescannotbeanegativebias

IntheConstitutionprovidesthat”everyoneisequalbeforethelaw,"Thesameistrueofnegativeincentivesintheconductofcorporatemanagementtoachieve"equalitybeforethenegativeincentives”,whichistheimplementationoftheincentivetobemoreaccurateandappropriatedegreeofdifficultythanGreat.Negativeincentivesintheimplementationisoftendifferentfromtheincentives,incentivesareoftenbiasedinfavorofthe"icingonthecake,"a

第4页

littlemoreless,lessstaffthanaccounting;andnegativeincentivesaredifferent,oncethebias,employeeswillbeover,willleadtoenterprisemanagementtheauthorityofthosewhosuffer,andevenleadtoineffectivecorporategovernancesystem.Forexample，anemployeeforbeinglate,becauseemployeescannotbesaidthathewasonhiswaytraffic,thereisnosubjectiveerrorandgiveuptheirpunishment,orthenextbecauseof”traffic"willbelate,moreandmoremanagersbecauseitisimpossibletoimplementreallytraffic,managerscanalsobeunderstood：

Asitisknownthatthepeakperiodofworkmaybetrafficcongestion,whycannotthisearlypointofdeparture?

Shouldnotvaryfrompersontoperson,suchasawifeorrelativesleadershiptogiveuptheirpunishmentforbeinglate，thenallthesystemswillbeamereformality,corporategovernance，sinkintoachaoticstate。

6Inthefaceofnegativeincentivestomanagerstoleadbyexample

Leadershipasabusiness,managersshouldbewillingto”loss"itself,itisnecessarytoaccompanystafftoaccepttheburdenofresponsibilityshouldbetoenablethestaffwillnotbeconvincing。

Inthepowerindustryformanyyearsofday-to—daymanagementofthe"monthlyeconomicassessmentmethodsaccountability”and”Pointsmanagementregulations”aretwowell—establishedmanagementpractices，thesetwoapproachestotheconductofemployeesasdefinedindetail,thevastmajoritythemajorityofnegativeincentivemeasures,asmallnumberofpositiveincentives，whichisagoodpartofpunishmentforthenextlevelofemployees,higherlevelmanagerstobeacertainpercentageoftheassociatedpenalties，sincethetheoryiswrongonthelowerlevelemployeesatleastbearmanagementresponsibility，thepenaltiesassociatedwithnegativeincentivemeasurestoimplementgreaterinteroperability，thehigherlevelcansay。

Thereisalsoasubordinateenterprises,theestablishmentofthe"threeGermanbanks"managementapproach，thatis,professionalethics,socialethicsandfamilyvirtues，andmanagementareaswithintheeight—hourextensionfromtheoutsidetoeighthourstocounteachandeverymemberofthe"threeethics”ofthegold,asapunishment"ThreeMorals"ofloaninterest，depositinterestratesasareward,buttheleadershipofmoreseverejointandseveralliability,”ThreeMorals"ofpointsistheaverageofemployees,byemployeesofthesystemgreatlyrecognition.

第5页

1。

Oneoftheprinciples：

incentivestovaryfrompersontoperson

Becauseofthedifferentneedsofdifferentstaff，therefore,thesameincentiveeffectsofpolicyincentiveswillplayadifferent.Evenwithastaff,a