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디지털융복합연구 = Journal of digital convergence, v.14 no.9, 2016년, pp.199 - 214
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There is a negotiation between management and labors about paying incentive at the every end of the year. This result causes the conflict between management and labors. The successful operation of incentive system is based on respect and common benefit between workers and managers. The manager-trust...
| 핵심어 | 질문 | 논문에서 추출한 답변 |
|---|---|---|
| 집단성과급의 종류에는 무엇이 있는가? | 성과배분제, 이익배분제, 스톡옵션제 등은 집단수준에서 적용되는 집단성과급이다. 기업에서 또는 집단 수준에서 목표의 경영성과를 달성한 경우 정해놓은 기준에 따라 성과에 대한 추가적인 보상하는 지급하는 제도가 집단성과급이다. | |
| 성과급은 무엇인가? | 성과급이란 임금을 업무의 성과에 따라 다르게 지급하는 방식을 말하는 것으로 기본급 자체를 성과에 따라 다르게 지급하는 방식과 기본급 자체는 아니지만, 보너스를 차등지급하는 형태, 임금의 차등인상을 통해 기본급 체계를 보완하는 형태, 집단수준에서 목표한 성과를 달성하였을 때 집단 성과급을 지급하는 형태 등을 모두 성과급형 임금제도라 볼 수 있다. 기업 실정에 따라 성과급형 제도는 다양한 형태를 가지고 있으므로 일률적으로 구분한다는 것은 쉬운 일이 아니다. | |
| 성과급이 법령상 임시로 지급되는 임금에 들어갈 수 있는 이유는 무엇인가? | 성과급은 법령상 임시로 지급되는 임금에 들어갈 수가 있다. 이는 기업이 성과를 달성하고 그에 대한 인센티브로 지급하는 임금이기에 성과가 없다면 급여가 지급되지 않는 성격을 가지고 있기 때문이다. 그래서 이러한 성과급의 비중을 줄이고 기본급을 높여 평균임금의 비중을 상승시키기 위해 노동조합과 조직구성원들은 성과급 반대 투쟁을 실행하거나 성과 및 상여금을 쟁취하기 위해 성과가 없어도 노사간의 분쟁을 만드는 문제가 발생되기도 한다. |
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