3p Model-based Pay System Design

China Mobile Group Guangxi Company Limited (short for China Mobile Guangxi) is the leading telecommunications operator and the biggest foreign-owned company in Guangxi Province which focus on mobile communication. Under the pressure of complicated and changeable environment, Human Resources Management of this company needs innovation and optimization in urgently. Talented person also need to be trained because staff's occupational skills plays a vital role in promoting the company competitive ability and fulfilling the development strategy. Basing on the original "position, performance and compensation" human resources management system, China Mobile Guangxi improves the occupational skills management system and finally builds up the "position, capability, performance and compensation" human resources management system. Among them, position system, capability system and performance management system is the basic of compensation system design. The compensation system is a powerful tool to realize the company's strategic target, and also an implementation to put the company's strategic target and values into action. The compensation system not only affects the staff's attitude and action, but also be an important program of a company, which needs to be highly respected and concerned. At present, China Mobile Guangxi is implementing a compensation system basing on position and performance which causes many problems. This compensation system is hard to provide a powerful support of the realization of the company's new strategic target. Thus, it is necessary to redesign the existing compensation system.By theory studying, questionnaires, depth-interview and case analysis, this paper takes the compensation system of China Mobile Guangxi as the research object to research:First, basing on the questionnaires survey of the compensation satisfaction, depth-interview with the top people and the author's experiments working in compensation system management for many years, the author makes a summary of the problems that exist in the compensation system of China Mobile Guangxi. Second, according to the problems exist in the compensation system, with the combination of the new strategic target of "Good-to-great" and the enterprise culture of "customer centered, taking performance as judgment, capability oriented", the author suggests the demands of building the four-dimensional-in-one human resources management system. Third, generally based on the modern compensation management theory and combine with the practice of compensation management in foreign enterprises, the author proposes the compensation strategy which based on the 3P models (Position, Person and Performance) of China Mobile Guangxi. Fourth, on collecting and calculating lots of date, salary simulation method was used to estimate the implementing effects. The 3P compensation system was used in the part of staff salary to analysis the effort that the 3P compensation system brings to the staff and the company, and proving that the 3P compensation system shows the strategic target of the company and has achieved the design original intention.The novelty of this research lies in:the compensation system based on the 3P model broke the old compensation system mode which just pays attention to position and performance, and takes the company strategic target as direction and combined with the enterprise culture and human resources development strategy. This system also strengthens the union among person, department and company, linking the capability promotion, the position promotion, compensation and many other things that affect staff's attitude and action.The Significance of this research lies in:this paper not only proposes the compensation system based on the 3P model, but also provides compensation structure, salary, benefits, stock option and many other design which have great feasibility. On one hand, this research has important significance to the realization of the China Mobile Guangxi's new strategic target; on the other hand, it is of certain reference value for other company in the same area. At the same time, the compensation system based on 3P model also rich and develops the research in this area.