Research On JC Company Performance Salary Optimization

In recent years,with the the reform of state-owned enterprises,JC company in Jiangbei District of Chongqing is also constantly thinking about its path of reform and innovation.As a member of the state-owned enterprises,it's main strategic goal is to be responsible for the management and promotion of government urban construction projects,to promote the construction of smart cities and the refinement of urban management.For an enterprise that has undertaken important urban management functions,talents are the key,and the demand for talents in urban management industry is also increasing.The main way to attract and retain talents is salary.Pay to employees can affect the performance of employees,and the research on pay for performance is growing.Pay for performance is a kind of model that integrates the salary income and performance of employees effectively.In order to attract and retain talents,motivate employees to improve performance and bring better benefits to the company,an enterprise should optimize the performance compensation system and give full play to its incentive role.This research expounds the background,purpose and significance of the research,summarizes the theoretical research situation of performance compensation at home and abroad and the core concepts adopted in this paper.Taking JC company as the research object,JC company has more than 320 employees.Based on the actual situation of the company,this paper studies the general situation of the company and the current performance management and compensation system,and qualitatively analyzes the performance management of the company And the shortcomings and causes of the compensation system,and from the multiple characteristics of performance-based compensation,quantitative empirical research and analysis of performance-based compensation related situation,mainly through the design of questionnaires,collect the relevant data of the company's employees' feedback,test the reliability and validity of the data and regression analysis,investigate the company's performance-based compensation characteristics,employee compensation satisfaction and employees The interaction of work input.Combining the empirical research conclusion with the qualitative analysis,the paper puts forward the targeted improvement direction,optimizes the performance compensation system,and formulates a series of safeguard measures,makes good use of the relevant policies to ensure the performance compensation system is scientific and reasonable,so as to better guarantee its stable operation.Through the conclusion of this study,combined with the actual put forward optimization suggestions,JC company performance compensation system has been improved: first,improve the company's original performance compensation structure,assessment methods and other content.The optimized company performance management system includes the proportion of individual performance,the proportion of result evaluation,the proportion of task performance evaluation and so on.The second is to establish a system and mechanism for communication between employees and the management of the enterprise.By increasing the participation of employees in the assessment,employees have a better understanding of the setting of enterprise performance indicators,the improvement of assessment methods and other work,and the relevant content has been more widely consulted with employees,forming a good communication mechanism.The third is to encourage the work efficiency and enthusiasm of employees,form a good dynamic adjustment mechanism of employee performance pay,and greatly encourage and improve the work efficiency and enthusiasm.Fourth,it has increased the sense of belonging and cohesion of employees,and employees are more willing to contribute,creating a good working atmosphere within the enterprise.