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有关薪酬战略和业绩管理的研究

正如我们以往了解到的那样，以表现为基础的报酬和薪资，被认为是能够推动积极性的工具。从组织观点上讲，报酬是被用于吸引、激励和留住雇员的方法，鼓励有效率的员工在该组织留的时间更长久。

如今组织企业不仅仅给那些高效的员工提供福利，也会给坚定的、忠诚的员工以福利。这与伯格曼和思卡尔佩罗的观点一致，那就是：薪酬设计就是为吸引、激励和保留员工们，让他们更加努力，增加产出，完成企业组织目标。因此，设计出良好的奖励系统对于企业来说是很有利的，因为它能够帮助激励人们，同时促进了组织有效性。

尽管金钱能够激励员工，但是到了一定阶段，与金钱无关的因素也会发挥重要作用。内在因素，包括友好的工作环境，培训和发展项目，年度奖项，定期的晋升，员工业绩评价，地区当局的凝聚感，都能够起到激励的作用。

劳勒在研究中说道，尽管有人认为金钱是一种激励因素，但也有一些其他的研究认为，金钱并不能成为动力。这些研究很清楚的表明，金钱不是激励员工的唯一因素，组织因素也能如此，工作满意程度就是影响员工行为和工作成绩的要素之一。

As we previously know that the pay on performance, compensation was considered as motivation tool. From the organizational point of view, compensation was used to attract, motivate, and retain employees which encourage effective employees to stay longer in the organization.

Now a day’s organization would provide benefit not only to employees who are effective but also to the employees who are committed and loyal. This is in line with Bergmann and Scarpello (2001), asserting that compensation design has attracted, motivated, and retained employees in increasing their effort and outputs for the achievement of organizational goals. Thus, designing a reward system is very beneficial for the organization, as it helps to motivate people and at the same time it also contributes to the organizational effectiveness (Lawler, 1990; Armstrong & Murlis, 2004).

As money motivate employees but a stage comes when non monetary factors also play a vital role to motivate employees. Intrinsic factors include instruments like friendly work environment, training and development programs, employee of the year award, regular promotion, employee performance appraisal, sense of association towards employees from regional authorities.

Lawler (1973) in the study says that money act as a motivator, but some other studies argue that money is not a motivator (e. g., Herzberg, 1987; Cameron & Pierece, 1994; Kohn, 1993; Pfeffer, 1998). It is clear from these studies that money is not the only factor to motivate employees, but some other organizational factors do provide motivation to the employees, and job satisfaction is one which is studied and found to influence employee’s behavior and work outcomes.

Lawler, E.E. & Ledford, G.E. (1992). A skill-based approach to human resource management. European Management Journal本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。