Performance simply means the methods, tools and strategies to achieve goals. It is the synthesis of achievements and results. In an enterprise, employee performance is specifically reflected in the quantity, quality, cost, and other contributions made to the enterprise.
Salary refers to the remuneration for employees’ labor in the organization, and it is also the human capital that the organization must pay. Performance pay is incentive pay paid to employees for their excess work or outstanding work performance, aiming to encourage employees to improve work efficiency and work quality. It is a recognition of an employee's past work behavior and achievements, and is usually adjusted as the employee's performance changes.
Therefore, the design of performance compensation must clearly define the goals that need to be achieved, and effectively utilize the compensation strategy and the close relationship between performance and compensation, so that the company can pay relatively fair compensation to talents at different levels and establish a reasonable compensation and performance management system within the company, maximizing To stimulate the subjective initiative of talents.
Generally speaking, The key decision that must be made when designing any performance pay is - performance recognition, that is, the extent to which pay is based on performance, and the focus of performance pay, which determines the level of performance pay.
However, most companies often turn the system's performance management into a simple performance appraisal. There are various unreasonable designs in the aspects of appraisal methods/assessment time/assessment indicators, etc., resulting in the performance compensation system losing its original motivational effect. .
Nowadays, as corporate positions become more and more complex, assessment and performance evaluation and salary distribution are becoming more and more difficult. To this end, 36Kr Enterprise Services recommends the following 15 performance compensation software for you, providing performance compensation management methods suitable for different industries/different scenarios to promote the company's sustainable and healthy performance compensation cycle process and achieve performance improvement.
1. Beisen Salary Cloud
Beisen Salary Cloud provides intelligent and efficient salary accounting and comprehensive salary management. Through scenario-based processes, salary accounting can be completed efficiently, directly connected to the tax filing system, and batch tax filing can be made with one click, while covering budgets, incentives, and costs. Comprehensive payroll business scenarios can improve refined management and stimulate team vitality. Empower business departments to complete incentive work efficiently online by referring to performance, historical salary adjustment and other data. Through online submission for approval layer by layer, automatic warning or restriction will be issued when the total amount of incentive package is exceeded, making the process more standardized and collaboration more efficient. It supports the seamless connection between incentive results and salary settlement, which can free HR from tedious transactional work .
Click the link to view more related software:
Click on the link to read more good articles:
Performance management in 2022, this article is enough for HR! -36Kr enterprise service review
![Eng Sub [The Great Ruler] Season 4 Collection - DayDayNews](https://i.ytimg.com/vi/XJLlFkuQgcU/hq720.jpg?sqp=-oaymwEcCNAFEJQDSFXyq4qpAw4IARUAAIhCGAFwAcABBg==&rs=AOn4CLA7wU3MDv4BNC9rjezHxBLwPXi-9Q)
