Research On Compensation Performance Management Improvement Of GW Customer Service Center

In the practice of human resource management,pay management and performance appraisal has always been the most concerned about the two areas,more and more enterprises in the practice of salary management and performance appraisal results linked to pay is the result of performance appraisal.With the continuous development and expansion of enterprises,the increasing number of personnel,pre-expansion of the development of enterprises on the day-to-day management is not enough attention,many companies are widespread human resource management problems,and one of the most significant,but also the most impact on corporate stability Is the salary management and performance appraisal,pay performance management is also the difficulty of enterprise management.At present,many enterprises in the practice of human resources management,or follow the traditional methods of salary performance management,the prevalence of pay can not reflect the fairness and incentive role,assessment indicators are not clear,the assessment process doping too much personal subjective factors,assessment The form of salary and other issues,the enterprise's pay performance management system is difficult to support the strategic objectives and long-term development.It can be said that the pay performance management reform has become the primary work of the current business management.In recent years,due to the increasing importance of domestic enterprises and scholars in pay performance management,the introduction of many advanced foreign pay performance management methods,such as: balanced scorecard,key performance indicators,target management theory,In a wide range of applications,but a variety of theories are focused on a particular enterprise,do not take into account the actual situation of enterprises,blindly apply some kind of pay performance management methods,it is difficult to achieve the desired results.This research will combine the advantages of several salary performance appraisal methods,learn from each other,and strive to improve the original salary performance management model for enterprises to establish a set of the most suitable salary performance management system.This study is based on the literature research method,the GW customer service center north sub-center line customer service personnel salary performance management system improvement research.First of all,read the relevant literature,fully understand the status of management research in this field;then,through management consulting practice to find GW customer service center front-line customer service staff current performance management system problems;then use the Balanced Scorecard technology,key performance indicators theory and Goal decomposition method to improve the salary performance management system of the first-line customer service personnel of GW customer service center,and to solve some problems in the salary management of the current GW service center in the improvement,and finally form a complete salary service management improvement program of GW customer service center,This stage is the focus of this research;then this study on the new pay performance management program of the actual application of the situation was verified analysis;Finally put forward to ensure the effectiveness of salary performance management program to implement effective measures.