生产率改进方案课件.pptx
- 【下载声明】
1. 本站全部试题类文档,若标题没写含答案,则无答案;标题注明含答案的文档,主观题也可能无答案。请谨慎下单,一旦售出,不予退换。
2. 本站全部PPT文档均不含视频和音频,PPT中出现的音频或视频标识(或文字)仅表示流程,实际无音频或视频文件。请谨慎下单,一旦售出,不予退换。
3. 本页资料《生产率改进方案课件.pptx》由用户(三亚风情)主动上传,其收益全归该用户。163文库仅提供信息存储空间,仅对该用户上传内容的表现方式做保护处理,对上传内容本身不做任何修改或编辑。 若此文所含内容侵犯了您的版权或隐私,请立即通知163文库(点击联系客服),我们立即给予删除!
4. 请根据预览情况,自愿下载本文。本站不保证下载资源的准确性、安全性和完整性, 同时也不承担用户因使用这些下载资源对自己和他人造成任何形式的伤害或损失。
5. 本站所有资源如无特殊说明,都需要本地电脑安装OFFICE2007及以上版本和PDF阅读器,压缩文件请下载最新的WinRAR软件解压。
- 配套讲稿:
如PPT文件的首页显示word图标,表示该PPT已包含配套word讲稿。双击word图标可打开word文档。
- 特殊限制:
部分文档作品中含有的国旗、国徽等图片,仅作为作品整体效果示例展示,禁止商用。设计者仅对作品中独创性部分享有著作权。
- 关 键 词:
- 生产率 改进 方案 课件
- 资源描述:
-
1、LEARNING OBJECTIVES Explain what productivity improvement programs are and how they contribute to competitive advantage. Define the standards for effective productivity programs developed within the framework of expectancy theory. Understand the rationale behind pay-for-performance programs. Describ
2、e the different types of pay-for-performance programs.Opening Case: Gaining Competitive Advantage at Lincoln Electric Problem: Figuring out how to motivate employees Solution: Implementing an employee incentive systemPaying by the pieceProviding year-end bonusesProviding stock options How it enhance
3、d competitive advantageLow turnover rate Productivity rate two to three times greater than any of its competitors Maintained a stable price structure despite high salaries2. Linking Productivity Improvement Programs to Competitive Advantage Productivity improvement programs have various way but shar
4、e the common goal of trying to improve productivity by increasing employee motivation.Extrinsic rewardsRewards given to employees by someone else (e.g., the employer)Examplespay raises and bonusesIntrinsic rewardsRewards that come from withinExamplesa good feeling one gets from successfully completi
5、ng an assignment(1) Improving worker productivity Productivity improvement programs motivate employees to engage in appropriate job behaviors to improve quantity, quality, and efficiency. Successful Productivity improvement programs are able to establish a clear connection between employee efforts a
6、nd valued rewards. Make employees believe that they can gain valued rewards by working hard.Expectancy theory States that workers make conscious decisions about how hard they are going to work to achieve organizational goals. Employees will be highly motivated when they perceive:Their efforts will l
7、ead to successful job performance.Their successful job performance will lead to outcomes or rewards they value.(2) Enhancing recruitment efforts and retention rates most people do prefer to work in settings that allow them to earn rewards from their work. usually attract more and better job applican
8、ts produce higher retention rates. 2. HRM Issues and Practices Productivity improvement programs that link financial rewards to successful job performance Provide extrinsic rewards2.1 Pay-for-performance programs(1) Rationale Linking rewards directly to performance is intuitively appealing, because
9、most Americans believe that:Employees should be rewarded for good performance.Exceptional performers should earn greater rewards According to expectancy theory, workers have little incentive for performing well if their efforts are unrewarded. On the other hand, when pay is linked to performance, ov
10、erall performance should improve. If the overall job performance improvement yields financial returns that exceed the cost of the rewards, a companys competitive advantage will improve.(2) Potential problems May create legal problemsWhen administered unfairly, a pay-for-performance system could viol
11、ate Title VII of the Civil Rights Act. They also fail if they violate the standards for effective pay-for-performance programs.(3) standards for effective pay-for- performance programs Effort-performance links Performance-reward links Value of reward Timeliness of rewards Performance-organizational
12、mission links Cost efficiency(4) Merit pay plans A pay-for-performance program that grants employees annual pay raises based on their levels of job performance. Job performance is usually measured on an appraisal instrument completed by the supervisor. The size of the pay raise is directly linked to
13、 performance and is specified in advance in a merit pay guidechart.An example of a merit pay planPerformance Rating Merit Increase (Percent of Salary)5810%457%324%2No increase1No increaseMerit pay plans: strengths and weaknesses Establish effort-performance link Establish performance-reward link whe
14、n publicizedPerformance appraisal system may impede the effort-performance linkSometimes fail to establish a clear performance-reward linkFail when employees do not value the rewardsPerformance-reward link is hindered when supervisors fail to distinguish between employeesTime lag between behavior an
15、d rewardNot very cost-effectiveCan hinder productivity if wrong behaviors are rewardedstrengthsweaknessesRecommendations for starting a merit pay plan Think big Make pay increases public Dont deliver rewards as a salary increase; use bonuses Deliver rewards as soon as possible Make sure individual p
16、erformance can be measured accurately Get employees input in developing the system(5)Piece rate plans Pay-for-performance programs that base an individuals wages on the number of “pieces” or product units he or she produces. Used mainly in production settingsJobs are simple and highly structuredAchi
展开阅读全文