Research on Performance-Oriented Compensation Strategy for E-Commerce Project Management Personnel at H Company

随着电商行业竞争的加剧，如何通过合理的薪酬策略吸引、激励电商项目管理人员，成为企业关注的重点。本文以H公司为研究对象，围绕以绩效为导向的电商项目管理人员薪酬策略展开研究。通过对H公司现有薪酬体系的调研，发现其存在绩效指标设定不合理、薪酬与绩效关联度低等问题，难以有效激发员工积极性。借助文献研究、案例分析，提出一套全新的以绩效为导向的薪酬策略：明确岗位价值与绩效目标，建立科学的KPI考核体系；依据绩效评估结果，合理调整薪酬结构，拉大薪酬差距，增强薪酬激励性。该策略在H公司的实践应用表明，新策略不仅提升了员工工作积极性，还优化了项目运营效率，为电商企业制定科学合理的薪酬策略，提升核心竞争力，提供了可借鉴的思路与方法。With the intensification of competition in the e-commerce industry, how to attract and motivate e-commerce project managers through reasonable salary strategies has become a focus of attention for enterprises. This article takes H Company as the research object and focuses on the performance-based compensation strategy for e-commerce project managers. Through research on the existing salary system of Company H, it was found that there are problems such as unreasonable performance indicator settings and low correlation between salary and performance, which make it difficult to effectively stimulate employee motivation. Based on literature research and case analysis, we propose a new performance-based compensation strategy, clarify job value and performance goals and establish a scientific KPI assessment system; Based on the performance evaluation results, we adjust the salary structure reasonably, widen the salary gap, and enhance salary incentives. The practical application of this strategy in H company has shown that the new strategy not only improves employee work enthusiasm, but also optimizes project operation efficiency, provides a scientific and reasonable salary strategy for e-commerce enterprises, enhances core competitiveness, and provides reference ideas and methods.