论文代写：员工激励
将补偿计划与KPI联系起来的基本思想是一个简单的范例。但是，实现会导致更新的网络问题。如果不正确地实现，这会产生比解决方案更多的问题。从长远的角度考虑，奖金并不能激励员工去发展结果。因此，只有把钱和动机联系起来，在长期内是行不通的。更好的方法是根据他们在战略目标上的成就来获得员工的补偿。从技术角度来说，补偿计划通常与业务目标联系在一起。由于这一点，员工们成为公司的一部分(Hillier,Comfort,and Jones,2017)。他们不仅得到了财务奖金的补偿;相反，他们开始让员工成为战略目标的一部分。这些目标的成就必须使员工有晋升的机会。许多员工都被个人成长的机会所激励。有时候，给员工更多的报酬和成长会带来成功。
论文代写：员工激励
The basic ideology of linking the compensation plan to KPI is a simple paradigm. However, the implementation causes newer network issues. This creates more issues than solution if it is not implemented properly. The bonus does not stimulate the employee to develop results when considered from a long-term perspective. Hence, only linking money as a motivation would not work in the long term. The better approach is to derive the compensation of the employees based on their achievement on the strategic objectives. From technical perspectives, the compensation plan is often linked to business objective. Owing to this, the employees are made a part of the company (Hillier, Comfort, and Jones, 2017). They are not merely compensated with financial bonuses; rather they initiate the employees to be a part of the strategic objectives. These achievements of targets must enable the employee opportunities for advancement. Many of the employees are motivated by the opportunities for individual growth. Sometimes, giving the employees more remuneration and growth leads to success.
