Research On The Optimization Of Performance Compensation System Of The China Railway Group L Bureau

State-owned construction enterprises on the country's economic development and construction has a role cannot be ignored.Nowadays,faced with the increasingly fierce market competition,enterprises in order to obtain rapid development,we must grasp the initiative to attract talent.Especially for the construction enterprises,due to the particularity of the industry and the characteristics of the project as the core,how to effectively encourage employees,including managers,including active work,to create revenue,it is to solve the major issues one.Maslow's theory of demand points out that people tends to seek higher levels of demand after basic survival needs and security needs are met.Therefore,the unique advantage of salary incentive in this regard has become the core of enterprise incentive mechanism,is to attract and retain talent one of the important measures.At present,China's state-owned construction enterprises from the reform and opening up to now after 30 years of development and market competition,from the state-owned construction enterprises since the restructuring,performance pay payment system in the industry has been gradually and fully implemented.It is imperative to analyze and solve the problems existing in the payment of state-owned construction enterprises,to establish a complete performance pay payment system,to optimize the pay payment system and to promote the long-term development of enterprises.From the current point of view,although the construction industry in order to absorb and retain enterprises need scarce talent,and in order to increase the competitiveness of enterprises and market share,corporate performance pay system to enhance the implementation of the system,but the performance pay is still paid by the main Enterprises are based on the relevant standards of independent distribution,payment system is not perfect,resulting in its distribution standards are not standardized,payment is not clear,the assessment method is not fair,the distribution of all aspects of unfairness and many other drawbacks,employee satisfaction decline,work enthusiasm is not high,So that the income gap between the employees showed a trend of continuous widening,the income gap than the extent of the acceptable staff,so the enthusiasm of the staff was hit,the incentive effect was suppressed.It is hoped that the research on this subject can promote the improvement of enterprise performance pay and payment system and the healthy development of state-owned construction enterprises,so as to provide practical and effective suggestions for enterprises in the future development.Based on this,this paper analyzes the theoretical basis and related concepts of performance compensation from the related theories of performance pay,combined with many domestic and foreign literatures.This paper analyzes the existing performance pay system by using a two-tier company of China Railway Group,China Railway L Bureau,and selects some employees of China Railway L Bureau by means of questionnaire and interview.Through the investigation,Level enterprise,the article put forward the optimization plan,through the actual effect of the program before and after the comparison,the staff income has increased significantly,the distribution level is clear,the enthusiasm has been significantly improved.Employee compensation and consideration of pay is often characterized by subjectivity and individuality.Expectations of fairness in compensation pay usually guide their work behavior and work attitude,and thus to the development of the enterprise and the realization of strategic objectives Important role.