Performance Evaluation And Salary Design Of Skilled Employees

Sustainable growth and harmonious development of enterprises,fundamentally depends on the company’s core competencies and competitive advantage.However,nowadays with the advent of global competition and the knowledge economy,manufacturing enterprises based on competitive advantage of physical capital is diminishing, and products, technology, business model, etc. are more homogeneous. The core competitiveness of enterprises gradually shift to the talent competition. The human capital becomes the core source of competitive advantage and fundamental driving force for sustainable development of enterprises.Therefore, the foundation and source of enterprise core competence and competitive advantage is largely human resources, and human resources management must also be a top priority of business management to support the overall development of the enterprises as an important role. For the manufacturing industry, the performance appraisal and compensation design of skilled employee is not only one of the core aspects of human resources management, but also the main basis of recruitment, training, promotion, rewards and punishments. Therefore,it is necessary to establish scientific and rational salary system for conforming the economic situation.This article chooses performance appraisal and salary design of skilled staff in manufacturing as title. First of all,we make a brief overview of this article form the background and significance,research status and literature review,research content and innovation. Secondly,we will describe and analyze the theoretical basis for enterprise performance appraisal and compensation system design, aimed to find out the theoretical basis for the development of skilled workers.Once again, according to the existing research,we summarize current performance appraisal and compensation management problems of skilled staff and apply the interpretative structural modeling method to point out the deepest cause. And then,from the perspective of asymmetric information,we design the incentives for skilled staff by principal-agent theory. Under the guidance of the incentives, performance appraisal and compensation will be designed.Finally, through participation in the practice of human resources management consulting,we redesigned SD’s performance appraisal and compensation system.And we consider it as the researchcase to solve the problem of this enterprises and provide a reference for the value of analogous companies.