| The pursuit of competition among enterprises is the competition of talents.With the increasing competition in China's market,the important role played by human resource management in the process of enterprise growth is increasing.The salary system is the core part of human resource management.Whether the salary system is reasonable and competitive is the key to determining whether enterprises can attract talents,motivate talents and retain talents.Due to the lack of performance-oriented incentives,the current salary system of Internet W Company has greatly affected the enthusiasm of employees,which makes it difficult to improve the operating efficiency of enterprises.Therefore,this paper attempts to propose a more reasonable and scientific compensation system optimization plan for the Internet W company from the perspective of performance-oriented incentives.The focus is on effectively motivating employees and improving employee productivity,thus promoting the good development of enterprises.This paper first discusses the related theories of performance appraisal,salary system and salary incentives,and analyzes the characteristics of human resources and the characteristics of the salary system of Internet companies.Then systematically analyzed the status quo of the compensation system of Internet W company,and found out the main problems through the survey of employee salary satisfaction,and found that the compensation system does not match the development needs of the company;the performance orientation of the compensation system is not obvious;Lack of performance incentives;small gaps in performance income of hierarchical employees;lack of ability compensation in functional departments;lack of long-term incentive mechanism;unreasonable assessment system.The main reasons for the analysis of the current compensation system are as follows: performance-oriented compensation strategy is not established;employee performance is not closely linked to salary;salary performance is too low in total income;performance compensation level gap is unreasonable;There is a lack of fairness in inter-remuneration design;there is no long-term talent strategy based on performance-oriented principles;there is a lack of communication in performance appraisal.In view of the above problems and the main reasons for the above problems,based on the analysis,job analysis and evaluation of Internet W companies,this paper proposes a performance-oriented compensation system optimization plan based on its characteristics: formulating performance-oriented in line with the company's development needs.Compensation system;establish a distribution mechanism that closely links employee performance and compensation;increase the proportion of performance compensation in total employee income;reasonably set performance pay gap;focus on the use of ability compensation model;formulate long-term incentive talent strategy based on performance-oriented principle;enhance the effectiveness of performance evaluation communication.Finally,in order to ensure the smooth implementation of W's new compensation system plan,relevant safeguard measures are proposed: improve the performance management system;strengthen performance evaluation communication;strengthen results-oriented awareness;rationally plan shareholding structure;strengthen corporate culture construction;Use and effective monitoring.The purpose of performance-oriented optimization of compensation system is to solve the problem of lack of performance-oriented incentives in the current compensation system of Internet W Company,to enhance the incentive system of the compensation system as a whole,to improve employee motivation and reduce turnover rate;and to optimize compensation for the same type of enterprises.The system provides reference solutions and reference values,which provides Internet companies with sustained competitiveness in talent management and injects new vitality into the sustainable development of Internet companies. |
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