48. 最佳实践:由信息技术支持的最佳流程跨不同业务部门的流畅的数据流Procurement采购Manufacture and logistics生产和物流 New product development新产品开发Sales and Marketing销售和促销 Distribution分销Corporate Management企业管理财务会计核对管理会计核对关键绩效指标管理一个世界级信息技术集成系统使各业务部门信息通畅并进行实时管理信息和分析顾客销售代理销售促销递送库存供应商
历史新产品设计规格供应商合同 购买需求预测回收的商品数据流信息系统
67. 将关键绩效考核与激励机制相结合需要经过四个步骤第二阶段的重点在于步骤二、三和四总体薪酬水平确定薪酬计算方法确定总体薪资水平确定与关键绩效考核相联系的薪酬的比重制定关键绩效考核指标确定具有竞争力的薪酬水平
确定总体薪酬水平制定原则
利润或者销售额的一定百分比
薪酬变动原则
固定薪酬与关键绩效考核相联系的薪酬引入与关键绩效考核挂钩的薪酬这个概念
确定这部分薪酬大致所占的比例
Individual KPI15%10%15%Actual sales/ sales plan
Net profitOverhead of HQ10%10%10%10%5%Daily admin efficiency & reasonability
HR management: recruiting,training, evaluation and retention
Efficiency of cross function coordination
Meeting hosting and management
Effectiveness of internal admin rule development and implementation
Support in decision making
PR efficiency10%5%Individual KPI15%10%15%Actual sales/ sales plan
Net profitOverhead of HQ10%10%10%10%5%Daily admin efficiency & reasonability
HR management: recruiting,training, evaluation and retention
Efficiency of cross function coordination
Meeting hosting and management
Effectiveness of internal admin rule development and implementation
Support in decision making
PR efficiency10%5%关键绩效考核指标15%10%15%Actual sales/ sales plan
Net profitOverhead of HQ10%10%10%10%5%Daily admin efficiency & reasonability
HR management: recruiting,training, evaluation and retention
Efficiency of cross function coordination
Meeting hosting and management
Effectiveness of internal admin rule development and implementation
Support in decision making
PR efficiency10%5%业绩奖金吸引和保留人才
增加薪酬制度的透明度
明确期望的业绩并将实际业绩情况与薪酬相联系
与公司发展目标相联系
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