Research On The Improvement Of Post Performance Wage System In The S Division Of L Company

The importance of the talents has aroused general attention in the fierce competition environment.More and more enterprises take advantage of attracting,inspiring and keeping talented people as a way to obtain competitive advantage.Pay as the core interests of employees is an important means to evaluate the economic scale of individual value,which is an important way to attract,motivate and retain talent.Establish a set of the remuneration system,which accord with enterprise's management ideas and competitive strategy.It can not only stimulate the potential of employees,improve their performance,retain the excellent staff,but also be an important magic weapon to enhance the cohesion and competitiveness of enterprises.In this paper,we take the S Division of L Company as the research object.In this paper,we using the survey method,comparative method and case study method to deeply research the current salary model of S Division.The research based on the theory of modern salary,incentive theory and performance management theory.The aspects of it include the wage structure,the way of the wage distribution and the fairness,the effect of the performance,and the causes of the problems,etc.Based on this,this paper puts forward the combined use of the core idea of the broadband compensation and the concept of 3P+1M(Position,Performance,Person,Market).In this paper,the post performance payment system of the L Division of S Company has been improved.In the first chapter of the introduction,the background and significance of the topic,research ideas and methods are introduced in detail.The second chapter focuses on the theory and practice of salary system,post performance payment system and its practice at home and abroad.The third chapter analyzes the characteristics and present situation of the post performance salary system in S Division,and points out the existing problems and causes of the current post performance payment system.The fourth chapter describes the improvement of the target and ideas,and put forward a detailed post performance payment system improvement program.In the fifth chapter,the implementation of the improved post performance salary system is evaluated,and the difficulties and solutions in the implementation process are pointed out.The sixth chapter is the conclusion and outlook section,it points out the shortcomings of this paper.The main conclusion obtained in this paper is: S Division's current post performance salary system exist many problems and need to use scientific theories and methods to improve it.To pay great attention to performance appraisal work,in order to give full play to the role of the salary system.This paper gives the specific salary system redesign and improvement program.It helps S business department to improve the salary management status,at the same time,it provides a reference for the design of the compensation system of private enterprises.The main performances are as follows: First,to gain the competitive advantage,the enterprise should establish a set of salary system which is in line with the thought of enterprise management and competitive strategy.Second,scientific and reasonable post performance payment system can not only guarantee the fairness of the pay,but also play the role of the incentive pay,the private enterprise has certain applicability.Third,the specific content of the post performance payment system is not static,managers should be based on the development of the enterprise to adjust the situation.