R Human Resources Services Company Performance And Remuneration Management Program Design

R company due to strategic transformation group, as a project-oriented human resources services company, its project-oriented organization system is not yet mature, with its great practical significance as an entity research. HR service companies to compete in the final analysis is the talent competition, how to attract and retain talent and motivate human resource management focus, but also an important means to deal with the industry cycle, performance management and pay incentives is undoubtedly the most important guarantee, is the focus of many internal contradictions.This paper summarizes the current research results, combined with a large number of on-site interviews and practice, systematic study of the human resource services company in terms of current performance management and pay incentives problems is proposed based on the performance of the project strategy and project-oriented organizations and salary management system, as well as the characteristics of projects that focus on strategic business-oriented organization of one project as the main way of doing business to build a matching performance and compensation management system.Through a detailed analysis of the project-oriented organizational performance management particularity, defines the connotation of human resources services firm performance and the use of performance management philosophy, designed three levels of performance appraisal system, including project level, project leader level, the project members, and to some extent, solve the question of the relationship between the three has been plagued practice.Then, pay incentives were designed and discussion, as a complementary mechanism for performance management, the new pay system for management, departments, project team members, etc. are designed to ensure that the implementation process has strong operability.Finally, summarize the new features of the project-oriented R company performance and salary system, as well as problems that may arise during the implementation of the prediction is proposed to deal with recommendations for change in this area companies currently provide references.