Un autre aspect essentiel de l'effi

Un autre aspect essentiel de l'efficacité de la gestion des incitations est la participation du personnel.Les employés ne participent généralement pas à l'élaboration de stratégies d'incitation.(Journal of Industrial Science 1997).Il semble que l'élaboration d'une stratégie d'incitation soit dans une large mesure une initiative en matière de ressources humaines, avec la participation active de l'administrateur et d'autres administrateurs, mais on pourrait faire valoir que la politique d'incitation doit être gérée et contrôlée par un directeur linéaire,Dans la pratique, ils excluent également les facteurs qui influent sur le développement du système d'incitation.(Wright 2004)L'évaluation du comportement professionnel est également un élément important de la gestion des rémunérations.L'évaluation du comportement professionnel a pour objet de déterminer si le comportement professionnel du personnel sous contrat est satisfaisant et s'il est récompensé équitablement.(kresler, 2003)

結果 (英文) 1:

Another essential aspect of the management effectiveness of incentives is the participation of personnel.Les employees generally do not participate in the development of incentive strategies. (Journal of Industrial Science 1997) .It seems that the development of an incentive strategy is largely an initiative in human resources, with the active participation of the director and other administrators, but it could be argued that the incentive policy should be managed and controlled by a line manager, in practice, they also exclude the factors that influence the development of the incentive system. (Wright 2004)
The evaluation of staff performance is also an important part of managing rémunérations.L'évaluation professional conduct aims to determine whether the professional behavior contract staff is satisfactory and he is rewarded fairly. (Kresler 2003 )

結果 (英文) 2:

Another key aspect of effective incentive management is staff participation. Employees are generally not involved in the development of incentive strategies. (Journal of Industrial Science 1997). It appears that the development of an incentive strategy is largely a human resources initiative, with the active participation of the administrator and other directors, but it could be argued that the policy incentives must be managed and controlled by a linear director,In practice, they also exclude factors that influence the development of the incentive system. (Wright 2004)
The assessment of professional behaviour is also an important part of compensation management. The purpose of the professional behaviour assessment is to determine whether the professional behaviour of contracted staff is satisfactory and whether it is fairly rewarded. (kresler, 2003)

結果 (英文) 3:

Another key aspect of effective reward management is staff involvement. Employees are usually not involved in the development of reward strategies. (Journal of Industrial Science, 1997, P. 4). Human resources management, with the active participation of the administrator and other professionals, but it can be argued that, in practice, incentive policies must be managed and controlled by a line director, They also exclude the factors that affect the development of incentive system.
Performance appraisal is also an important part of compensation management. The purpose of performance appraisal is to assess whether the performance of contract staff is satisfactory and whether they are rewarded fairly. "