The Salary Research For Non-standard Equipments' Designers And Producers In FJ Company

Compensation system plays an important role in a company, it is an important part of human resource management and it is related to employees'quality and stability. As a leading enterprise in producing non-standard equipments, some problems about compensation system in FJ Company also exist in other similar companies, so it also has broad reference value for similar companies to design a compensation system suitable for non-standard equipments'designers and producers.First of all, the paper summarized pay issues in high-tech enterprises from domestic and foreign view, and then proposed the trends of compensation system. It means that compensation is developing toward paying more attention to human capital, more diversified salary structure and more transparent compensation system.Secondly, the paper elaborated the related theory about salary and excitation; it laid the foundation for follow up applied research. Meanwhile, the paper also point the difference between non-standard equipments and standard equipments in aspects of designing and producing, it made the follow up compensation design more close to the actual situation.In part three, this paper analyzed the current situation of human resource and present compensation system in FJ Company. Meanwhile, through communicating with the company's senior leaders, I find that there is a series of problems about compensation system in FJ Company, it is very necessary to design a new compensation system to encourage employees and guarantee their stability. Therefore, this paper designed compensation system of skills plus performance for designers and compensation system of post plus performance for producers. At the same time, the paper established skill level evaluation system and professional rising channel of salary for designers, these will urge designers to improve their skills and then increase their wage level; the paper also established post evaluation scale for producers, it can provide the basis for posts wage and the scale of salary level also points a direction for producers raising their salary; in order to avoid employees' skills or posts separating from enterprise benefits, the paper also proposed a new plan about project commission after performance evaluation for employees, it can encourage employees to share profits with enterprise. Certainly, for promoting smooth implementation of compensation system, the paper proposed some safeguard measures.In the end, on the basis of summarizing the full text, I proposed prospects for future research; we can study more in depth from the perspective of internal compensation or other modules of human resource management cooperating with pay module.