然而,其中大多数的公司在实行时要比微软和雅虎这些公司有弹性的多。
Even General Electric, which pioneered the technique during the uncompromising reign ofNeutron Jack Welch, has since softened its approach.
甚至在中子弹杰克韦尔奇治下首先采用这种管理方法的通用电气近年来也软化了实行方法。
The reason such gradings have not died out entirely is because employers still need to findways to fairly evaluate their employees and have a basis for compensation differences,says Robert Kaplan of Harvard Business School.
这种评分策略没有完全消失的原因在于老板们仍然需要找到公平评估雇员的方法并据此确定报酬差异。
This is especially true when there is a wide gap between the remuneration of topperformers and the rest.
当顶级员工的工资和其他人差的很多的时候,这尤其显得很重要。
To avoid lawsuits claiming unfair discrimination, firms need to be able to show they have aclear basis for decisions on pay and bonuses.
这话来自于哈佛商学院的Robert Kaplan。为了避免不公待遇和员工歧视的诉讼,公司在决定酬劳和福利的时候需要有明确的根据。
Ranking and yanking is more logical in investment banks, law and accountancy firms and bigconsultancies:
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