Strategies For Improvement Of TX Company Performance Management And Compensation Management

Private enterprises have experienced thirty years of reform and opening up of baptism, have become part of the gradual maturity of the market economy system indispensable. It’s healthy development to cultivate our mature market system, deepen the reform of economic system is comprehensive, has the great significance the liberation of social productive forces. Face the problem of competition form and congenital lack of inner serious, only the establishment of a modern enterprise system, the removal of the original diseases, scrape the poison off the bone, to meet the needs of domestic and international economic integration, the market storm.TX company is a collection of municipal, landscape, construction of an integrated medium-sized private enterprises, and has an area of 300 acres of nursery, 2013 year enterprise production value reached 110000000 yuan. But with the development and the enterprise’s market competition is increasingly fierce, the TX company in the field of management, gradually feel inadequate, facing the loss of talented people, problems such as internal imbalance benefits be imperative, enterprise performance and salary reform.In this paper, through Potter’s "five competitive forces" model to analyze the competition, including the threat of new entrants, the construction industry existing competitor, supplier of raw materials for a supply of sth. the ability, the threat of substitutes, the purchasing power of buyers.Human resource has become the most important strategic resources in modern enterprises, is the key to the development of enterprises, human resources management is an important symbol of modern enterprise system with the characteristics, scientific management, clear responsibilities. To strengthen the human resource management of private enterprises, the establishment of modern performance appraisal system and the compensation system, is the route one must take vitality of private enterprises. TX company from the age structure, educational structure of employees on look, belongs to the medium level in the same industry, fully able to meet the enterprise qualification requirements. But the recruitment status, training situation of enterprises is not optimistic, enterprises are not standard, feasible recruitment system, training completely become a mere formality.In order to understand the TX company’s compensation level in T City, the construction industry, improve the TX company’s compensation system, ensure the enterprise external pay equity, the company through the QQ communication group questionnaires, T city in the same industry and similar survey qualification enterprise salary, the results showed a moderate level of TX company’s compensation in the same industry compensation the.Through the analysis and research of performance, salary status of the enterprise, design the operational performance evaluation mechanism and compensation system. The fishbone method will be the enterprise strategic target decomposition, determine the enterprise key performance index, work out the performance appraisal process, put forward the improvement measures. Combined with the theory of compensation and incentive compensation plan, the establishment of the framework, and develop a strategy for the implementation of safeguards to improve the salary management.This paper to enhance the management level of related private enterprises, which has reference significance.