Design, Knowledge-based Employee Performance Pay System Based On Quantitative Methods

It is evident that the time of knowledge economy has come quietly as a specific phase of history. Knowledge is becoming the essential productive factors and strategic resources of human society.Based on the natural relationship of resources between knowledge and man, we deduce that the management of knowledge resources will become the center task of future business administration; and personnel of productive thinking will gradually substitute for industrial workers and become the leading group to determine the destiny of an enterprise.Therefore, it will be a general selection for an enterprise to reconstruct its internal systems and to arouse the innovative potential of the personnel.Now, the study on knowledge economy mainly centers on layers of society and economy. An enterprise is the basis of society, and it's of significance to direct the discussion to layers of enterprise and building of internal systems.In this paper, quantitative assessments of thinking activities are discussed aiming at knowledge economy and management, and the solution to the performance-based salary, which is the embodiment of "knowledge-oriented enterprise" and "knowledge-oriented personnel", is put forward, meeting the above demands.The quantitative assessment of knowledge-oriented personnel is one of the academic topics, but the result is far from satisfactory in quantity and in quality. There is almost nothing on the study of "designer system". Thus there is enough space for the discussion in this paper.The innovation, which is discussed in the system design in Chapters 2&3, is expressed as follows:(1) Adopting the closed-loop structure design of "3-layer quantization, step-by-step subdivision", to resolve the quantitative assessment of the designer's work by the numbers.(2) While stressing on the assessment of the post achievement, adding in organization, culture, key responsibilities and knowledge management, further improving the index settings of "KPI evaluation".(3) Using the idea of "post salary-point pay system" for reference, the evaluation system providing the "point number" of distribution and the salary system providing the "point value" of unit, effectively connecting the evaluation and salary systems.(4) The gross payroll is calculated with the logarithmic function, both meeting the necessary demand that the distribution curve be smooth, continuous and without "break point", and keeping the existing standards of salary payment.(5) Carrying through the principle of concision and maneuverability for every link of arranging overall structure and local details, avoiding the common fault of cumbersome index systems and excessively detailed calculation.