Research On The Diagnosis And Improvement Of T Company Compensation Performance System

At the present stage of enterprise management,the human resources strategy as a core component of enterprise operation has become a broad consensus,excellent pay performance system is as a healthy development of enterprises.The construction of enterprise pay performance system does not necessarily need to be too frontier theory or method support,the key is how to combine the actual business,to explore the development needs of their own business control system.With the increasingly fierce market competition,especially after the country put the military market,the system malpractice has become increasingly obvious obstacles to the normal development of enterprises.T companies have also realized the need for enterprise development and transformation,the need for internal management optimization and the urgency of human resource reform.In order to fully find and solve the problem,through the backbone of the company’s employees,in the high-level in-depth expert interviews and questionnaires,clear the status of corporate pay performance system,T company’s main problems are embodied in the organizational functions defined unclear,between departments,posts between the bucking phenomenon is serious;salary system initially established,but the salary structure,the level of compensation is irrational,salary adjustment mechanism is scarce,professional talent loss is more serious,employees Loyalty and satisfaction down to the bottom;performance appraisal effect is poor,the company as a whole failed to form a benign assessment culture,assessment indicators unreasonable,supervision is not in place,strong human color.this paper combined with the more mature salary performance management theory and method tools at home and abroad,intends to re-evaluate the post of T Company,and establish the broadband salary mode of the division system,construct the career development channel for the staff;In the performance management,make full use of target management,key performance assessment,balance points card and other mature tools for the T company to build the target plan structured,the main object assessment relationship is clear,the performance appraisal results linked with the salary,and reflects the value orientation,And other performance management concept of performance management system,in order to fully activate the vitality of human resources for the development of enterprises to provide inexhaustible motive force.