Optimization Design Of Strategic Performance Compensation System Of H Pharmaceutical Company

After three years of COVID-19 epidemic,the domestic market environment,social environment and other factors have undergone tremendous changes,especially for enterprises related to the pharmaceutical industry.In the face of various changes,H Company needs to make timely adjustments to its corporate strategy,which also exposes the problems and shortcomings of H Company’s current performance pay system.In order to better realize the strategic adjustment of the enterprise and solve the problems of the enterprise’s performance pay system,to ultimately enhance the comprehensive strength of the enterprise and achieve its strategic goals,it is necessary to optimize and design the performance compensation system of Company H.This article starts with H Company’s satisfaction with performance compensation and corporate strategy,optimizes the design,and ultimately forms H Company’s strategic performance compensation system.By using methods such as literature review,field investigation,interviews,and questionnaire surveys,sufficient research and analysis were conducted on H Company’s corporate strategy and performance-based compensation.Secondly,by comparing mainstream performance-based compensation management tools and methods,the Balanced Scorecard(BSC)and Key Success Factors(KSF)were selected as the overall policy for optimizing H Company’s strategic performance-based compensation system.During the research process,detailed research and design were conducted on the feasibility,implementation process,specific steps,and calculation of indicator weights.By establishing a KSF project team and combining the ratings of relevant professionals in the field,the Analytic Hierarchy Process(AHP)is used to calculate the weights of the balanced scorecard and key factor indicators at different levels of the company.The secondary weighted weights are then calculated and combined to form a comprehensive weight for key factor indicators,which is highly theoretical and scientific.On this basis,a performance compensation measurement table with six levels was constructed,and a series of performance compensation guarantee measures were also proposed in the future.Through the research in this article,it has been clarified that the organic combination of enterprise strategy,performance evaluation,and salary distribution is not only the goal of enterprise strategic management,but also a powerful guarantee for performance management and salary management,and an important means for enterprises to achieve strategic goals.At the same time,this article also provides research ideas and application methods of balanced scorecard for enterprises in the same industry or similar enterprises in the research of enterprise strategic management and performance-based compensation system.