Research On Performance Compensation Optimization Of Technical Department ZJ Company

As many times,many listed companies faced with the current economic environment change brings huge risk,in the severe economic situation,such as the current labor costs and management costs are also gradually increase,but for a public company or a new the listed company,For an enterprise,profit is the first thing to consider,at the same time of profit but also can save the cost of talent introduction,this needs to realize the biggest human resource management benefits,namely the maximization of human capital,incentive the maximization of human capital,and salary appraisal can better stimulate employees’ potential and work enthusiasm,As the supply of traditional energy becomes increasingly tight,people all over the world have realized the importance of finding and developing new energy sources.and China has also begun to encourage the development of new energy sources.As a listed company of new energy technology,ZJ Company also faces many problems faced by new energy enterprises,such as professional technology bottlenecks,high operating costs,uncontrollable and unstable new energy power generation,etc.In this case,these problems need to be improved by bringing in technicians.Especially for the technical personnel compensation management optimization design,Studies the problem of performance compensation of technical department personnel of ZJ company,and puts forward several reasonable solutions.significance and research theory,internal and external performance pay and pay for the detailed description,combined with qualitative analysis,optimization suggestions are put forward to improve the performance pay system of ZJ Company.One is to improve the company’s original performance pay structure and assessment methods result assessment,task performance assessment and so on.Secondly,a communication system between employees and management has been established.the improvement of assessment methods,and their opinions are solicited more widely,forming a good communication mechanism.Third,it stimulates the work efficiency and enthusiasm of employees,forms a good dynamic adjustment mechanism for employees’ performance pay,and greatly improves the work efficiency and enthusiasm.Fourthly,it increases the sense of belonging of employees and the cohesion of the enterprise.