Research On The Performance Compensation Issues And Countermeasures Of MK Compan

MK Company was established in 2008 and belongs to DS Group.With the epidemic and e-commerce impact,the company currently urgently needs effective performance compensation to stimulate employees’ enthusiasm for work and encourage innovation,thereby promoting the completion of enterprise transformation and transformation.After this study,we found that there are many problems with current performance compensation,such as the serious "big pot rice" phenomenon,which cannot fully reflect the performance differences of employees,nor can it play its due incentive role.Through in-depth analysis and research,we have proposed a performance compensation scheme based on performance appraisal to ensure that the results of performance appraisal can be effectively applied and that performance compensation can be reasonably allocated.To this end,the company has added job evaluation management,indicator quantification management,performance grade management,performance compensation improvement management,performance compensation supervision and appeal management,performance compensation accounting management,and other work links to achieve effective and dynamic implementation of performance compensation.By implementing level management,MK Company assigns personnel to different performance levels,with each level having its corresponding performance coefficient and job score.The performance coefficient will determine the performance compensation of the company’s employees,while job scores will affect job promotion.When job scores accumulate to a certain amount,the company’s employees can receive promotion opportunities,forming a multi-dimensional linkage management situation.In addition,MK Company has formulated a series of effective performance compensation guarantee measures to further ensure the effective implementation of the reform.Among them,security measures such as improving the performance compensation system and training management system,and establishing perfect performance communication channels further stimulate the enthusiasm of employees,promote employees’ active innovation,and effectively promote the achievement of enterprise development goals.This research can not only achieve the development goal of rapid transformation and adjustment of MK Company through performance compensation reform,but also provide theoretical reference and reference value for traditional department store performance compensation reform.