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从CEO的办公室出来后,胡萍的心情跌落到了最低点。2004年7月,人力资源部到全国的知名大学招聘了一批大学生,“这些学生都是名校里非常优秀的人才,当时,公司开出了年薪8万元以上的承诺,这其中有将近三分之一是服务满一年后,公司根据运营业绩支付的绩效奖金。”胡萍说,“这批学生非常开心地加入了公司,在聘用合同上,岗位工资全年下来是6万元,绩效奖金则注明根据公司的业绩情况发放。”由于2005年整体市场滑坡,公司的业绩也受到严重影响。年底的时候,支付的绩效奖金只有3000元。“这对刚毕业一年半的学生来说,打击非常大。”胡萍说,“尤其是过去1年多时间里表现非常优秀的员工闹情绪,认为公司欺骗了他们,如果不兑现就辞职。而出于他们的卓越表现及已经显示出来的潜能,CEO要求HR一定要想办法留住他们,但年终奖又无法兑现、符合这些核心员工的要求。”胡萍犯难了,这个任务能完成吗?
After coming out from the CEO's office, Hu Ping's mood dropped to its lowest point. In July 2004, the Ministry of Human Resources recruited a group of undergraduates from well-known universities across the country. “All of these students were very good people in elite schools. At that time, the company promised to pay more than 80,000 yuan a year, of which nearly three One percent is the performance bonus that the company pays according to the operating performance after one year of service. ”Hu Ping said,“ These students are very happy to join the company. In the employment contract, the salary of the post is 60,000 yuan for the whole year, Performance bonuses are stated based on the company's performance. ”Due to the overall market downturn in 2005, the company's performance has also been seriously affected. By the end of the year, pay a performance bonus of only 3,000 yuan. “This is a big blow for students who have just graduated for a year and a half,” said Hu Ping. “Especially the employees who have shown outstanding performance in the past year or so think the company cheated them and resigned if they did not fulfill their obligations . Out of their excellence and potential has shown, the CEO requires HR must find ways to retain them, but the end of the year awards can not be fulfilled, in line with the requirements of these core staff. ”Hu Ping difficult, this task can be completed ?