A Study Of The Matching Of Employees’ Salary And Performance

The strategy of human resource management is to provide the base of core competencies toenterprises. One of the core competences is to create or provide the core services to customers,compensation and performance management system dominates the competitive advantage toattract employees for companies. The salary system is the driving force for the development ofenterprises, and the performance system is fuels and lubricants. Only the combination of salarysystem and performance system, can companies maintain the efficient running and the rapiddevelopment.Departure from the relationship between staff’s salaries and performance, the essay exploredthe combination station of enterprises’ salary system and performance system, created theemployees’ salary and performance matching model. According to the relationship betweenincome and performance of staffs, the model is divided into four parts: low performance-lowsalary model, high performance-low-salary model, high performance-high-salary model, andlow performance-high salary model, and had a comparative analysis of work and salary status ofemployees under the four modes.First of all, the essay has an analysis of the theory about employees salary’ andperformance、their relationships, then leads to the topic of this paper. Next, start the analysis ofthe staff’s salaries and performance matching model based on the enterprises’ life cycle, summaryof characteristics of enterprises in each life stage, likely to be and the applicable employees’salary and performance matching model, and has an explanation of errors in the realitymanagement in salary and performance system. Then, based on the analysis of enterprises sampledata, analyzed the differences between relationships of staffs’ salary and performance and thecauses from different dimensions under the same business growth stage; sum up the developmenttrends of employees’ salary and performance matching model in the same industry, and theproblems likely occurred on the road in the development of enterprises; the transition conditionsfor the different staff salaries and performance matching model. Lastly, set Mengzi Group as anexample, has a discussion about its development and its employees’ salary and performancematching model and some constructed suggestion. On the basis of the results of a number of theoretical studies, his paper trying to research theemployees’ salary and performance matching model from a dynamic angle and differentdimensions. I hope the analysis and discussion of this article can provide a new direction for thecurrent salary and performance management system.