Compensation System Design In The Direct Departments Of Guangda Group

According to the theories and approaches of modern compensation management, this thesis makes a comprehensive analysis to the original compensation system in the direct departments of Guangda Group, and proposes a set of completed compensation program. The thesis concludes five parts. First, it elaborates the background and significance of this research and gives a brief introduction to the research subjects. Then, introduces the relative models of compensation management and traditional incentive theory in order to provide the guidance and theoretical foundation. Then, basing on a vast amount of investigated data, the author analyzes the current situation and the main problems of the compensation system in the direct departments of Guangda Group. Then, considering these problems and advanced compensation theories, such as strategic compensation and broad band salary, and the key technology of compensation system design, the author fulfills a practical program, including job analysis, job evaluation, compensation model, compensation structure and the concrete design of each part of compensation. Finally, the author proposes a preliminary program on how to carry out the new compensation system for this corporation.Using the approach of integrating theory with practical and the future-facing compensation distribution idea, the author redesigns the compensation system in the direct departments of Guangda Group and makes some appropriate supplements to the bonus and welfare of enterprise through the following ways: linking the employees' compensation with situation of management and individual achievements, combining strategic planning goal and different development periods with values of enterprise culture, and applying advanced broad band salary model.This thesis has certain practical significance to modern high-tech enterprises born out of state-owned units on how to design and perfect the compensation management model with their own characteristics, according to their development stages, business requirements and human resource strategies.