| In the comprehensive management of human resources in modern enterprises,performance management is considered to be the most difficult basic management work with the strongest policy,and also the most sensitive discussion topic that people care about the most.As an important part of human resource management,performance management is one of the core work that must be considered for the long-term development of enterprises,which affects and even determines the overall economic benefits of an enterprise.With the rapid development of the domestic market economy and the in-depth progress of the reform of performance pay in state-owned enterprises,performance pay in enterprises has become the focus of increasing attention by the state and individuals.How to retain talents and establish core competitiveness of an enterprise through fair and effective performance management;How to make human resources play a role,absorb more high-quality talents and create better results through a reasonable and effective performance pay system is the core issue that human resources management must consider.Scientific and reasonable performance pay system can enhance employees’ sense of trust in the enterprise and sense of honor in the work,effectively motivate employees to give play to their work potential,display their talents,and serve the enterprise,so as to achieve the purpose of win-win situation between the enterprise and employees.The performance pay system is a salary system which is established on the basis of effective performance assessment of employees and realizes the effective correlation between individual performance pay and enterprise assessment results.Enterprises should make good use of the performance-based pay policy to stimulate and optimize and regulate employees,adjust the income distribution between those with excellent performance and those with poor performance,stimulate and encourage employees to pursue behaviors that meet the requirements of the enterprise,stimulate the enthusiasm of each employee,and strive to achieve the goals of the enterprise.Employee performance salary satisfaction as an important tool to examine the effects of enterprise implementation of performance pay,its essence is a kind of performance evaluation,is to develop the basis of merit pay system,when employees think the results of the performance evaluation process and unconvincing,will have a negative way,this kind of negative behavior is often persistent,can be contagious.Therefore,how to improve employee satisfaction with performance pay is very important for enterprises.Taking JL Group as an example,this paper uses the methods of literature research,questionnaire survey,interview,etc.to investigate and analyze the current situation of its employees’ satisfaction with performance related pay,comprehensively understand the situation of internal personnel,performance related pay and employees’ satisfaction,and use structural equation model to analyze,fit and modify the data,and finally draw relevant conclusions.Combined with relevant theoretical experience,it provides valuable suggestions and countermeasures for improving and enhancing JL Group’s employee performance salary satisfaction.So as to promote the sustainable development of state-owned construction enterprises. |
