Research On Pay For Performance System Of China Mobile Communication Corporation, Y City Branch

With the increasing development of the knowledge economy, the competition of ta lents has become the focus of the competition among modern enterprises. In order to att ract and retain talents, and give full play to the staff’s intelligence and ability, we must e nsure employee satisfaction and enhance employees’ sense of belonging to the enterpris e, thus to achieve people-oriented management.In the past three years, the employee satisfaction in Y City Branch of China Mobi le Communication Corporation has declined year by year. Through analysis, the conclus ion is that employees are most unsatisfied with the pay for performance. The current sal ary system adopted by Y City Branch is a combination of both position salary and perfo rmance salary, in which each position corresponds to a rank, and employees enjoy fixed reference value of both position salary and performance salary. But as for the performan ce salary, it will be decided by the actual performance each month. However, the compa ny didn’t distinguish between job positions according to different job duties while establ ishing the standard of performance salary, but set it as a “20% of target plus 80% of dail y work" model in general terms. Consequently, there exists unfairness at different levels for the over-loaded market, the network department, and the marketing staff who live o n marketing performance.This thesis, based on the analysis of employee dissatisfaction with the pay for per formance, explores into the problems existing in the current salary system of Y City Bra nch of China Mobile Communication Corporation and finds that despite the fact that sal ary is closely related to performance, the mode of the pay for performance is still single and fails to adapt to the characteristics of each position and cannot meet the salary expe ctations of employees in different positions. Then this thesis, through research and analy sis into these problems, finds the methods to solve the problem, which is the conclusion of it: with regard to the performance salary system, enterprises should take enterprises’ development, staffing structure, the different duties between different positions, and ent erprises’ needs for different talents into consideration, and distinguish between staff acc ording to different job duties, thus to make optimized plans of performance salary syste m for Y City Branch of China Mobile Communication Corporation. The final aim of thi s thesis is to enhance employee satisfaction and ensure the stable, healthy and sustainable development of the enterprise by implementing the optimized plans of the performanc e salary.