Research On The Optimization Of Performance Pay Scheme In The Project Department Of China Railway S Engineering Co.,Ltd.

As the main participants in China's medium-and long-term railway construction,state-owned railway construction enterprises undertake the major strategic tasks of national railway construction.However,there have been many problems for a long time,such as "heavy national tasks,high industry concentration,large social responsibility,large number of workers" and so on.As a result,railway construction enterprises have a complex situation of "no loss=profit".The reason is caused by common problems in state-owned enterprises,such as low production efficiency and lazy team traditions in railway construction enterprises.Based on this,the "opinions on reforming the wage determination Mechanism of State-owned Enterprises issued by the Central Comprehensive Deep Reform Commission prescribes a good"medicine" for the production efficiency of state-owned enterprises,and its internal core is to guide state-owned enterprises to formulate wage decisions and normal growth mechanisms linked to enterprise efficiency and labor productivity.It also defines the direction for the reform of performance pay in state-owned enterprises.In order to solve the difficulties and problems faced by the performance pay reform of railway construction enterprises,this paper makes an in-depth investigation of China Railway 3 Engineering Company and finds that the phenomenon of "the big rice bowl" system in its project department is more serious.both the construction progress,work attitude and team atmosphere are the most representative.Through the on-the-spot investigation sand interview discussions of the project department,it is found that there are four major problems in the existing performance pay in the project department.Firstly,the post grade setting is not perfect,the post grade is few,and the promotion of employees is limited.Secondly,the actual performance pay accounts for relatively small,the overall salary tilts to a high level,and the incentive effect is weak.Thirdly,the project performance of railway construction enterprises under special circumstances can not be accurately determined.Fourth,it only pays attention to project assessment,and there is a lack of effective performance appraisal system for employees,resulting in the prevalence of "egalitarianism".Therefore,this paper aims at the performance pay reform of the project department of five companies,through the study of literature and related theories,and combining with the problem of performance pay of the project department of the three companies,puts forward the optimization scheme of performance pay.It includes post grade optimization,performance pay structure and standard optimization,railway project special case correction coefficient design,performance pay evaluation method optimization.At the same time,this paper simulates and calculates the performance salary optimization scheme of the project department,and the results show that the optimization scheme can effectively solve the problems existing in the existing performance programs of the project departments of the above three companies.Finally,the paper puts forward the safeguard measures of the performance pay optimization scheme,which provides strong support for the smooth implementation of the performance pay optimization scheme.