Research On The Diagnosis And Optimization Of Performance Compensation Of A Company

The success of my country’s economic and social development is closely related to construction enterprises.In the face of the special and fierce competition in the industry,construction companies need more fresh blood to join,but how to make all employees of the company work more passionately,and how to make them create greater value for the company,this is what the construction industry needs to solve at present.one of the problems.Among them,the establishment of a sound performance-based compensation system is an indispensable link for enterprises to attract and retain talents.Since the reform and opening up,the market has been constantly changing,and the rapid development of private enterprises has intensified market competition.Faced with these problems,state-owned construction enterprises constantly change the compensation system,and gradually improve and improve the performance compensation system.This set of formed systems has been recognized and implemented in the industry.However,this system is not perfect.How to establish a more perfect performance-based compensation system and continuously optimize it so that it can better promote the development of enterprises has become an urgent problem to be solved.Based on the analysis and research on the organizational structure,human resources status,and performance-based compensation system of Company A,this paper uses the related theory of performance-based compensation to conduct research on the optimization of performance-based compensation of Company A,and sorts out the existing performance-based compensation system of Company A.problems,and put forward corresponding optimization suggestions and implement safeguard measures.In the specific research,this paper finds that the current performance compensation system of Company A has problems such as lack of performance-oriented culture,inconsistent performance appraisal indicators,insufficient incentives for performance-based compensation,incomplete payment systems,and inadequate institutional safeguards.On this basis,this paper proposes to be guided by the principles of fairness,openness,incentives,strategy,and operability,first to optimize the post salary of Company A’s employees,and secondly to evaluate the content of performance-based compensation,the scientific distribution of assessment results grades,and the accounting The payment method has been optimized and adjusted,and a communication and feedback mechanism for performance-based compensation has been added.In order to help improve the implementation effect of performance optimization,this paper also puts forward specific suggestions from the aspects of organizational guarantee,performance management guarantee,talent and technology guarantee,communication guarantee,and corporate culture guarantee.The research results of this paper can not only enrich the theoretical research on the performance compensation system of state-owned construction enterprises,but also provide performance vitality guarantee for the steady development of company A’s business.