【摘要】 本案例以高洋公司为背景,描写了该公司在面临经营环境压力和人才流失问题的条件下,通过增设开发部,改革薪酬体系和实施末位淘汰制等一系列措施进行战略调整和组织变革,尤其以技术部门的内部管理为调整重点,试图调动技术人员的积极性,但结果却收效甚微,部分措施甚至适得其反。这一方面可以启发人们思考企业对核心部门员工(包括核心员工)应该如何管理,才能留住人才、激励人才;另一方面也可以从薪酬公平的角度来思考薪酬设计的科学性。更多还原

【Abstract】 This case describes that Gaoyang Company sets up the department of business development,reforms the salary system and weeds out the low performers to rebuild the strategic and organizational structure in the face of the conditions of environment pressure and the brain drain in the background of Gaoyang Company. These measures emphasize the internal management of the department of technology in the interest of mobilizing the enthusiasm of technology staff. But the result has little effect and some of the measures are even counter-productive. This inspires people to think about how to manage the business core staff (including key employees) in order to retain talent and motivate qualified personnel. On the other hand,we could think about the scientific nature of the pay structure from the perspective of fair remuneration.更多还原