战略管理视角下的人员绩效考核与薪酬管理

Personnel Performance Appraisal and Salary Management from the Perspective of Strategic Management

企业的整体规划与长期经营管理目标相结合,形成了一种新型的管理理念,即战略管理。传统的人事管理模式更加注重现实状况和已有问题,未考虑企业的整体规划和未来发展,进而引发许多问题,导致企业人事管理的效果大大降低。因此,企业需要以战略管理理念为出发点,创新和改进人员绩效考核和薪酬管理模式,从而有效调动员工的工作积极性与主动性,提高企业的人才竞争力,为企业的稳步长久发展保驾护航。论文探讨基于战略管理的绩效考核和薪酬管理的内涵,分析人员绩效考核与薪酬管理存在的问题,提出战略管理视角下优化人员绩效考核与薪酬管理的具体策略。

The combination of overall planning and long-term business management goals in the enterprise has resulted in a new management concept, namely strategic management. The traditional personnel management mode pays more attention to the actual situation and existing problems, and does not consider the overall planning and future development of the enterprise, which leads to many problems and greatly reduces the effect of enterprise personnel management. Therefore, enterprises need to take the strategic management concept as the starting point, innovate and improve the modes of personnel performance appraisal and salary management, so as to effectively mobilize the work enthusiasm and initiative of employees, improve the talent competitiveness of enterprises, and provide guarantee for the steady and long-term development of enterprises. This paper discusses the connotation of performance appraisal and salary management based on strategic management, analyzes the problems existing in personnel performance appraisal and salary management, and puts forward specific strategies to optimize personnel performance appraisal and salary management from the perspective of strategic management.