Research On The Performance Management And Compensation Stimulation In The Project-oriented Organizations

The innovative has become a prerequisite for the survival and development of businesses and communities, it is the only way for china to get away from the unreasonable traditional international division of labor,and the natural way to enhance innovation capacity is to enhance project management capacity in a variety of organizations. It has become a trend for enterprises and social organizations to be project-oriented. As the representatives of Engineering industry which is the forefront of project management, survey and design enterprise'response to economic turmoil to achieve sustainable development has an important significance as reference for China's vigorous development of the project-oriented organizations.Survey and design companies to compete in the final analysis is for talent. How to attract and retain talent and motivation is the focus of human resource management, remuneration and performance appraisal system is undoubtedly the most important guarantee, but also the focus of numerous conflicts within the enterprise.In this thesis, the author propose the performance management philosophy that is based on strategic and projects in the project-oriented organizations. That is to around the enterprise strategies and the characteristic of project-oriented organization to build a matching performance management system ,and the characteristic is that project is the main ways of doing business. And also the idea has integrate the strategic map and balanced scorecard ideas.By analyzing the specificity of performance management system of the project-oriented organizations in detail, and combined with the typical survey and design enterprise, this paper Systematically designed three levels of evaluation system - the corporate level, departments (project) level, and staff level, and in staff level this paper introduced Competency Model ,to integrate the balanced scorecard ideas and the reality of the business. Finally, designed and discussed the performance management support mechanisms - salary incentives , as well as the conditions of implementation, to ensure this system has a strong Operability in the actual process.