Synergy Research On M Company Performance Evaluation And Salary System

With ever increasing speed of informationization,internationalization development in our country,the domestic big small and medium-sized enterprise management environment emerged new changes,to adapt to the dynamic change of market demand,the transformation is not only need to face the dual challenge from internal and external,also need to deal with because of enterprise strategic management orientation can’t agree with their own development needs,such as all kinds of risks brought by the hidden trouble.Proved that the effective strategy of the enterprise is a key element to decide the success or failure of the business,not only is also within the scope of the enterprise strategic guidance covers,can truly integrate internal and external resources,enhance the combat effectiveness team,to ensure the rationality of the compensation system and scientific compensation evaluation,so as to improve enterprise performance,make the enterprise can maximize value creation,eventually to promote the long-term development of the enterprise.At the theoretical level,the salary of any enterprise needs to be judged as the objective basis of pay by performance evaluation.Without performance evaluation,the construction of the performance system is out of the question.Performance guidance and incentive effect is often on the premise of performance evaluation target can be reached effectively,enterprise performance evaluation system of the performance of the system and is located in the enterprise strategic system,rely on enterprise strategic guiding role of strategic management,only integrate the advantage to complete the enterprise strategic positioning,implementation and management.But in fact in small private companies,such as M,development process,because of the management on the premise,the boss will exist only leadership theory,so the compensation system and performance of the enterprise system without coordination between,which in turn directly affect the enterprise’s strategic management industry.Such problems are not uncommon in the development of small and medium-sized enterprises.For the further study of compensation system and performance evaluation of existing in small and medium enterprises are not coordinated,in this paper,basing on the familiar M as analysis object,tries to analyze the body affect the company performance evaluation and remuneration of synergy factors,performance evaluation and compensation system the possibility of collaboration.On this basis,this paper designed the five chapters,after the system in this paper,the related theoretical basis,the introduction of case analysis,the system elaborated the M company profile,the compensation system and the way and the relationship of the performance evaluation,by looking for problems,analyzing problems,thought the company compensation system and performance evaluation in the strategic development requirements of the way and the method of coordination,to assist the company to better promote strategy.The first chapter introduces the background and significance of the research,the contents and methods of the research,the literature review,the research innovation and deficiency.The second chapter elaborates the theoretical basis and relevant concepts of the thesis.The third chapter is based on the feasibility,idea and basis of corporate strategy analysis of compensation system and performance evaluation.To case analysis,the fourth chapter mainly by the M system,company profile,the compensation system and the way and the relationship of the performance evaluation,extract the company is now in the two aspects of the existing problems,and on this basis,from the level of synergy,discusses M compensation system and performance evaluation under the request of strategic development of cooperative feasibility,and carry on the design of integrated solutions.Chapter v conclusion part,this part summarizes the existing research results,points out the research deficiencies and future research development direction.