| The compensation is not only a motivating method, but also a powerful tool to impel the realization of the goal of enterprise strategy. The compensation has the increment function, the guidance function, the function of realizing the staff self-value and the separation effect. At present, there are some shortcomings in our enterprise compensation system such as: wake consciousness of compensation strategy, the unmatched compensation system with the enterprise strategy, the complicated compensation constitution, and the dispersed structure. The realization of the modern enterprise compensation strategy is very important to attract the talented person, to retain the talented person, to use effectively the talented person, and to promote the core competitiveness of modern enterprise.This research utilizes economic, management, psychology and other aspects theories, carefully examining the compensation from the multi-disciplinary angles of view, attempting to construct modern compensation strategic frame, discussing the mediating effect and function mechanism made by the influence of conjunction of modern enterprise strategy and compensation system to modern enterprise performance, taking the modern enterprise compensation system and the enterprise strategic match with the impact on enterprise performance as the main research. Through empirical research, this research provides the theory support and the policy framework with the modern enterprise, taking seriously and promoting human resources function from a strategic sense. Therefore, this research has significant theory significance and high application value.Based on the strategic human resources management theory with the resource basic view, this research carries on theoretical and empirical study for modern strategic compensation and enterprise performance from the following aspects:1. A comparative study of strategic compensation and traditional compensation. The differences between strategic compensation and traditional compensation can be conclude as follows: the difference of compensation concept, the difference of compensation function, the difference of compensation-oriented, the difference of compensation incentive aging and the difference of staff participation in the process of compensation decision-making.2.The analysis of function mechanism about the modern strategic compensation to enterprise performance. The association of strategic compensation and the enterprise performance is not just a simple and direct relationship, the strategic compensation has the influence on enterprise performance through the human resources efficiency, and has the right to decide whether the enterprise gain and maintain continually competitive advantages or not. The human resources efficiency is consisted of the human capital effect and employees attitude as well as behavior effect.3. The matching mode study of modern enterprise strategic compensation. Enterprise strategy is segmented into development strategy and competitive strategy, the former is divided into radical strategy, prudential strategy and transitional strategy, and the latter is divided into defense strategy, perspective Strategy and assayer strategy. Organic-like system, transitional system and mechanical system are composed of compensation system. The radical strategy and organic compensation system matched, prudential strategy and mechanical Compensation system matched, and transitional strategy and transitional compensation system matched, defense strategy and mechanical compensation system matched, perspective strategy and organic-like compensation system matched, and assayer strategy and transitional compensation system matched. Enterprise's business strategy is different in that it needs to choose a matched compensation system to support the enterprise's development.4. The research on strategic compensation performance. The strategic compensation performance is the strategic compensation to play its strategic-oriented function, filtering function , and incentive function, to reach the desired results or behaviour of organization and staff. The staff are learning and growing power source of enterprise, and the quality of staff determine the sustainable development of enterprises. Through the comparison of strategic compensation performance and traditional compensation performance, we can found that the strategic compensation performance is of multi-dimensional indicators, the process of performance management is trinity system which consist of planning in advance, managing in the process, and evaluating in the end, and performance appraisal is of development-oriented and strategic-oriented and so on. The index system of strategic compensation performance is composed by human resources efficiency and enterprise performance.5. Empirical research on strategic compensation performance, base on theliterature review and theoretical analysis, a research hypothesis is proposed. Positive Analysis Results manifest that: the match between development strategy and compensation system has an Significant effect on compensation performance. When the enterprise development strategy is more radical, organic-like compensation system is better, when the enterprise development strategy is more prudential, mechanical compensation system is more appropriate. The consilience between competitive strategy and compensation system has a positive impact on enterprise performance, and among them, defense strategy matched with mechanical compensation system, perspective strategy matched with organic-like compensation system which both have the positive influence on enterprise performance. Through the intermediate variable of human resources efficiency, the development strategy or competitive strategy matched with the compensation system, and exerted an active influence on the enterprise performance, data analysis shows that these present some of the mediating effect.6. Study on the implementation of security about modern enterprise strategic compensation. The implementation of strategic enterprises compensation must be based on an integrated and synergistic point of view. Through sound the cornerstone of the strategy compensation and build the performance management system based on the strategy, as well as achieve horizontal match of the strategic compensation; analyze the internal environment which impact on enterprise strategic compensation, With the enterprise culture and stage changed, the compensation must also proceed the corresponding changes, otherwise it will block the implementation of enterprise strategy; when an enterprise executing different company administrative structure, organizational structure and modern enterprise system , its compensation system is also different. Planning and executing the related laws and regulations, constructing the labor market, establishing the credit system and perfecting the system are both the important and external protections for enforcing strategic compensation.
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