The Design Of Performance Evaluation And Salary For SLZG Factory

Based on the enterprise diagnosis report and under the guidance of relevant performance evaluation and salary management theory, this thesis has applied various methods and viewpoints to design the performance evaluation and salary for different positions such as high, medium and low-level administration personnel as well as sales force, so that a basic incentive frame is established. For high-level management personnel, the evaluation guideline is focused on the measurable operation performance of the whole organization with a 360-degree evaluation method, while the designed salary is annual salary system that relates to the operation risk of the factory. For medium level management personnel, the evaluation guideline is focused on the work result, i. e. accomplishment on objectives broken down on each department, with a view on behavior and quality in the course of work, while the evaluation method and salary design is the same as high-level management. For grass root administration personnel, the performance evaluation is based on the behavior theory so that the evaluation is mainly focused on the daily course of work, the work logbook shall be examined and ABC management and OEC evaluation method is applied. For sales force, the evaluation emphasis is put on a number of measurable performance index and such indexare mainly supposed to ensure the successful accomplishment of enterprise operation goal and also to minimize the financial risk as well as to maintain sustainable competence. The salary for the sales force, is designed either "commission system" or "fixed bottom salary plus commission system" depending upon the matureness of the market place. Finally, the thesis summarized and analyzed the problems emerged during the execution of the performance evaluation and salary system in SLZG Factory, and has adjusted and re-designed those revisable points.