| The key to supporting the key competitiveness of software companies is the maintenance of talent,which is the source of power to ensure the sustainable operation and better and faster development of software companies.The core talent to create value for the software enterprise is the technical development personnel,the level of technical development personnel that represents the level of a software enterprise.As a national key software enterprise,LC company wants to maximize the revenue,the cost of its human resources becomes the key to maximize the effectiveness of human resources management,which is to make the human capital to maximize the worth of the human capital.Therefore,it is necessary to design a scientific and reasonable pay for performance system to motivate employees,promote the long-term development of the enterprise,and provide a fundamental guarantee that the enterprise can achieve its strategy goals and harvest the maximum value.The purpose of this paper is to identify the problems in performance-based compensation management of technical developers in LC company,and to propose relevant optimization suggestions and corresponding solutions,taking LC company as the research object.This paper firstly reviews the advanced domestic and foreign Performance and compensation theories,and elaborates the objectives and procedures of performance assessment and compensation,etc.It introduces the common performance assessment tools and the purposes of performance compensation management.The development of pay for performance management is highlighted,laying the foundation for the subsequent optimization of the pay for performance system.Then the background of the software industry and the development status of LC Company were introduced,and the organizational structure of LC Company was listed in detail.Finally,the current situation of performance pay for technical developers in LC company was investigated and analyzed in depth by reviewing the internal text data and employee interviews.It was found that LC company mainly has problems such as unreasonable performance process,deficiencies in the setting of assessment indexes and lack of fairness in the assessment and scoring process,which lead to the lack of incentive effect of the original performance pay model and make technical developers in The appraisal process is considered to lack fairness and cannot play a better motivating role.In response to the problems of LC,this paper proposes specific ideas and solutions to optimize pay for performance.Firstly,the monthly performance appraisal indexes are redesigned and refined,and the original performance appraisal process is supplemented and improved to address the defects of the original performance appraisal process.Secondly,an annual 360-degree appraisal system was added to make the performance appraisal have a better incentive effect on employees,and at the same time,a comprehensive understanding of employees’ work can be achieved,so that the performance supervision and appraisal function can be better played.Finally,we optimize the annual bonus,so that outstanding employees can feel that they will be rewarded for their efforts,create a good company atmosphere,and establish a reputation in the industry.At the same time,in order to ensure the smoothness of the implementation of the pay for performance management program,this paper puts forward the following requirements for the appraisal process,to set up a reasonable performance management plan,so that technical developers have a correct knowledge of performance appraisal.At the same time,we should pay attention to counseling and training in the appraisal process,and consistently adhere to the performance management work,and pay attention to the need for continuous improvement of performance appraisal,and only by doing a good job of performance pay management on the ground can the company achieve the strategic goals it wants to achieve through performance management. |
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