Research On The Integration Of Performance Evaluation And Salary Management System Based On Strategic Orientation

With the advent of big data and the "Internet Plus" era and the economic restructuring of China in recent years,it has challenged the management of businesses and highlighted the importance of corporate strategic management.In addition,the effectiveness of the strategy and how to divide the strategy and effectively implement it are the key to the success of the company.Under corporate governance based on strategic guidance,corporate performance evaluation and compensation management are undoubtedly important aspects of strategic effectiveness.Performance evaluation through an effective method,the company's strategic objectives will be decomposed and refined,the results will eventually be linked to pay management.The payment of corporate remuneration is based on the results of performance evaluation.Without this basis,salary management cannot be discussed.The incentives and guiding effects of compensation will be a powerful guarantee for the completion of perfomance evaluation goals.Without this guarantee,performance evaluation will also be useless.This paper adopts a combination of theoretical research and case studies.Based on the theory of contingency changes and expectation theory,combined with relevant concepts,an integrated framework for performance evaluation and compensation management under strategy is constructed.The main research conclusions and achievements are:After analyzing the case subject F company,it is found that F company has the following two problems:on the one hand,its performance appraisal and compensation management do not match the strategy;on the other hand,perfomance appraisal and compensation management are out of touch.In response to the above issues,this paper proposes the following improvements:(1)Using strategic maps and balanced scorecards in performance evaluation methods to identify and decompose the company's strategy,and to solve the mismatch problem in the first aspect with the compensation strategy;(2)After undertaking the solution to the first problem,the company will integrate and improve the performance evaluation of the company and the framework for the construction of compensation management to solve the problem of disconnection between the two.Ultimately,the company's strategy,performance evaluation and compensation management form a good cycle system.It aims to provide reference and assistance for enterprises to better implement this aspect of management in the future,and further promote the company's long-term development.