The Optimization Design Of Salary Performance System In H Company

In the process of modern enterprise management,human resource management is the core component,in which salary performance management plays an important role,it is set up on the basis the enterprise human resources strategy and mutually influence the success or failure of enterprise human resource strategy with the other modules.Along with the transformation and upgrading of Chinese economy,manufacturing enterprises play an important role in the development of China's economy.In the context of international competition,personnel is a basic guarantee for manufacturing enterprises to run healthily.Talents cultivation,talents motivation and empower talents empowerment are the ways to survive and develop.Only through the scientific and reasonable performance appraisal salary system,can employees be effectively prompted.So that the company's production efficiency can be improved.This research mainly includes three parts.In the first part,theoretical support is provided by reviewing the literature about compensation performance management in China and abroad.The second part mainly introduces the present situation,management background and existing problems of H company.The author summarized the favorable factors and influence factor by analyzing the development prospects,mass base,work basis,management strategy,staff promotion channels,management idea and so on.Meanwhile,based on the status of compensation and performance management system,the author discusses the business process,organization structure,personnel allocation,job analys.is,position system,the motivation of compensation system,the perfectness of performance management system and other issues in detail in this research.The Third Part explores the overall design to improrve the compensation and performance management system of H company.On the premise of total target and principle of planing,integrity,practicality and democracy,optimization design of compensation and performance management system is realized through combing trans-department business process and optimizing the organization structure,combing the positions and improving the job description,optimizing the position system and double-channel for professional development,improving the compensation system and the incentive mechanism,developing compensation and performance management system in close coordination with the distribution.Through this research,the existing salary system of H Company is expected to be revised and improved,and a performance management system that is closely coordinated with salary distribution is expected to be formulated.Hope to provide reference for manufacturing enterprises which have the same problems.