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ishment system is not clear. Outstanding employees are not really encouraged which will affect the employees' enthusiasm. It leads to lower efficiency. Mr Tisch thought that the development of detailed and reasonable compensation management system is necessary.
Successful companies all have a very successful compensation management system. In the work, employees must feel their value has been recognized by others. No matter how wonderful grateful words manager use and how good training manager provide, they ultimately expect is to get their deserved rewards so that their value can be manifested. In the enterprise, an employee’s wage is based on the performance of his work set. Salary of an enterprise evaluation system is a prerequisite for employees. Performance and remuneration is directly proportional. The wage differential is necessary. We must work according to specific performance under a variety of benefits provided, such as the house, food subsidies, and the credit cards and so on. Practice has fully proved that a reasonable salary allocation under the initiative is the key retain the employees.

2 The Impacts of the Experiences for Performance Management  绩效管理经验的影响

2.1 achieve performance of communication
Mr Tisch understood of the importance of service employee’s work through his own hard experience. Learn to understand that employees need to be respected and desire for harmonious staff relations. By improving the management system, staff development to achieve the maximum. Serviced at the grassroots level, Mr Tisch found that the clothes and tools which workers used in their jobs are not comfortable. It seriously affected the pace of their work. Unsuited working environment will greatly affect their working morale. At this point, Mr Tisch recognized that managers must pay more attention to the needs of employees. As managers, they should meet the needs of employees from the details and provide employees with a good working environment.
The CEO realized that the performance of communication play an important role in performance management. In order to achieve the performance setting, the managers and employee ought to ongoing two-way communication. Administrators and managers need to set performance goals and maintain constant communication.
For a company, the real competition is the qualified personnel’s competition. For the development of enterprises, by all means to retain talent is the focus of managers. Today, many companies aimed at using a variety of ways want to take a rope tied talent to retain talent. Of course, this can play a certain effect. But there are more effective than this method, it is invisible feelings.
If managers want to keep people, they must pay attention to people. These ropes are not the best way to keep people. In management, in addition to material incentives to meet their basic needs, but also to meet the spiritual needs of employees. Although material incentives play a role to meet the daily needs of employees and live comfortably despite the hard work of employees, this is not the key to retaining employees. Once the most basic material been met, there is a higher level of demand which is referred to other higher levels of Maslow's needs - a sense of security, social, respect and self-realization of the ideal. In many cases, these spiritual motivation is more important, many employees’ income are not low本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。