| In the era of knowledge economy, enterprises are facing increasingly fierce global competition and complex business environment. In order to compete in the global competition, more and more knowledge-based companies expect to stimulate the potential of human resources and constantly improve their skills and abilities to strengthen the core competitiveness of enterprises, so that they can stand undefeated in the market competition of land. Therefore, the human resources management, enterprise work shifted the focus of work to the competency of employees. Compensation as an important components of human resource management, play an important role in retain and motivate employees. In this background, the limitations of traditional Job-based compensation system and performance-based compensation system increasing obviously, but competency-based compensation system can effectively make up for the deficiencies of the traditional compensation system, it is been used in many knowledge-based organizations.In this paper, the establishment of a knowledge-based staff competency model and a knowledge-based assessment of staff competence as the basis for the H's case, of a competency-based compensation system in the enterprise application. This article first knowledge workers, competency, and to sort out compensation and other related theories, and staff remuneration system from the knowledge point of view discussed the status of implementation of competency-based compensation system by necessity. Then focus of competency-based compensation system in the build process and methods, which mainly include the construction of a competency model, staff competency evaluation and compensation structure design. In the empirical research component to H R & D personnel, for example, use of AHP and fuzzy comprehensive evaluation, on the H R & D staff competence level is evaluated, and the level of staff competence between the comparison are discussed in detail based on competency compensation system design process.This method of study:This paper uses theoretical and empirical research a number of ways. In the case of research and data collection based on the company's remuneration system for case status, the competence and salary system combines qualitative analysis and quantitative analysis methods were applied, theory and practice coincide, for the enterprises themselves, designs suitable for the actual needs of competency compensation system. The contribution of this:by studying the compensation status of knowledge workers and traditional compensation system in motivate employees deficiencies, this paper uses competency-based compensation system, and based on AHP and fuzzy comprehensive evaluation principles, on the Knowledge Worker competency evaluation index system of scientific evaluation, competency evaluation to improve the accuracy of the order of the Chinese enterprises have implications for the design of compensation systems. |
