中人商城图书杂志一周热销榜(2011.5.3-5.6)（Chinese peoples Mall, book, magazine, 2011.5.3-5.6 list）.docVIP

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中人商城图书杂志一周热销榜(2011.5.3-5.6)（Chinese peoples Mall, book, magazine, 2011.5.3-5.6 list）.doc

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中人商城图书杂志一周热销榜(2011.5.3-5.6)（Chinese peoples Mall, book, magazine, 2011.5.3-5.6 list）

中人商城图书杂志一周热销榜(2011.5.3-5.6)（Chinese peoples Mall, book, magazine, 2011.5.3-5.6 list） (excerpt from Wang Xiaogang teacher strategic performance management best practices) 5.5 strategic performance management practice (four): return performance The performance return is applied to the monetary and non monetary rewards, monetary incentives include: performance pay and bonuses; non monetary incentives include: promotion, training, occupation development, the honorary title. As shown in the following table: Monetary reward of non monetary rewards 1, performance pay 1, promotion 2, bonus 2, post, resignation, contract management 3, development, training 4, occupation career planning 5, special tourism, vacation 6, the honorary title, study etc. 1, the performance results for performance pay (performance pay, performance bonus and other more detailed content, integrate management best practice reference Chinese Monograph Series best practice enterprise salary management, by Chinese economic press.) Nowadays, more and more enterprises emphasize the flat organization, to improve the efficiency of labor production organization and personnel allocation efficiency, which makes the internal promotion and fewer opportunities. In this case, the enterprise in order to encourage employees to create high efficiency, usually will pay and performance related, according to the staff assessment results to arrange staff pay, performance pay can give employees more recognition and reward. Therefore, the purpose of performance pay is to motivate employees, provide incentives for the work performance of employees, so that employees basic salary and employee contributions to the organization, values remain the same, and not to the performance distinction between employees. Although the performance pay will lead to wage differences between employees, but this difference can reflect the performance gap between employees, employees of outstanding performance salary increase behoove. However, the