反思人力资源的基本问题，离不了几个老生常谈的基本问题：选人、育人、用人、留人。只要能聚焦企业的核心，聚焦有活力的机制，人力资源管理也是很简单。

　　To reflect on the basic problems of human resources, we can't do without several common basic problems: selecting, educating, employing and retaining people. As long as we can focus on the core of the enterprise and focus on the dynamic mechanism, human resource management is also very simple.

　　绩效薪酬咨询辅导：企业经营管理的核心就是绩效Performance salary consultation and guidance: the core of enterprise management is performance企业是一个功利组织，作为功利组织来讲其实就是功和利；功就是我们的能力、功夫，利就是利益，即企业的本质决定功利。像管理的本质决定效率、经营的本质决定赢利、员工的使命决定付出、竞争的本质决定价格、客户的需求决定价值、市场经济的本质决定投入与产出……这些是最基本的常识我们不需要论证。绩效在企业中一定是管理核心，企业不是慈善机构，市场经济不相信眼泪，市场经济不同情弱者，一个企业想活的长一些，做的大一些，还是应该回归到绩效。

　　An enterprise is a utilitarian organization. As a utilitarian organization, it is actually work and profit; merit is our ability and Kung Fu, and profit is interest, that is, the essence of an enterprise determines utility. For example, the essence of management determines efficiency, the essence of operation determines profit, the mission of employees decides to pay, the essence of competition determines price, the demand of customers determines value, and the essence of market economy determines input and output These are the most basic common sense that we don't need to demonstrate. Performance must be the core of management in an enterprise. The enterprise is not a charity organization. The market economy does not believe in tears. If an enterprise wants to live longer and do bigger, it should return to performance.

　　绩效管理持有的9个特点

　　Nine characteristics of performance management绩效管理是令人讨厌，但它是有效的。对于任何一个组织人数超过一定规模的人数来讲是不可替代，我们还没有找到可以替代绩效管理的更好的管理工具。对于绩效管理我的观点是：

　　Performance management is annoying, but it works. For any number of people in an organization that exceeds a certain size, it is irreplaceable. We have not found a better management tool to replace performance management. My view on performance management is as follows:

　　1、支撑战略目标的实现；

　　1. Supporting the realization of strategic objectives;2、将组织目标转化（分解）成部门、团队、个人目标；3、帮助澄清组织目标；4、传递压力，激活组织；5、是一个持续渐进的过程，绩效不断得到提升；6、是管理者必备的管理工具，有助于提升管理能力；7、鼓励员工进行绩效管理；8、绩效管理就是管理；9、是人力资源管理价值链的重要构成环节。

　　2. Transform (decompose) organizational objectives into department, team and individual objectives; 3. Help clarify organizational objectives; 4. Transfer pressure and activate the organization; 5. It is a continuous and gradual process, and performance is constantly improved; 6. It is a necessary management tool for managers to improve management ability; 7. Encourage employees to carry out performance management; 8. Performance management is management; 9. Yes It is an important part of the value chain of human resource management.

　　如何留人

　　How to keep people

　　简单总结一下：“以理想主义为旗帜、以实用主义为原则、以拿来主义为手段”；“以文化为纽带、以制度为核心、以利益为基础”；“非物质激励：如水，如母爱，温暖；物质激励：如山，如父爱，厚重”；“用资本主义方式创造价值、用社会主义方式分配价值”。所以，当我们知道哪些是促使公司成功的关键因素，我们也就知道用什么样的薪酬政策去管理他，即可以通过薪酬政策来调节关键的成功因素。

　　In a brief summary: "take idealism as the banner, pragmatism as the principle, take the doctrine as the means"; "take culture as the link, take the system as the core, take the interest as the foundation"; "the non-material incentive: such as water, such as maternal love, warm; material Incentive: such as mountain, such as father's love, heavy"; "create value in capitalist way, distribute value in socialist way" ”。 Therefore, when we know what are the key factors to promote the success of the company, we also know what kind of salary policy to manage it, that is, we can adjust the key success factors through the salary policy.

　　以上是关于企业经营管理的核心就是绩效的介绍，相信大家都有所了解了，如想了解更多内容欢迎点击我们的绩效薪酬咨询辅导www.cclsbs.com网站。

　　The above is about the core of enterprise management is the introduction of performance, I believe you all have some understanding, if you want to know more, welcome to click on our performance pay consultation www.cclsbs.com Website.