The Research And Enlighement Of Compensation Management In Huawei Corporation

The thesis is aimed at analyzing how does hi-tech enterprise realizes success byimplementing best practice of compensation management, together combined with writer’s3years’ working experiences in compensation consulting industry.With the enterprise operation and management increasingly standardized, effectivehuman resource development and scientific management enterprises has become a keyfactor in enterprises or even regional area, and compensation management is a veryimportant component in the human resources development and management. As animportant core component in the human resources development, one of the biggest effectsof compensation management is to retain and attract high quality talent, motivate them torealize their own value and achieve organization’s benefit maximization, which is thedecisive factor of whether talents willing to join in your company and stay for a long whileor not. Compensation management is using the core economic parameters of the humanresources to lead the human resources step forward by a reasonable direction, therebyachieving the organization’s maximized profit. Currently as the world’s largesttelecommunications network solutions provider, the world’s second largest telecom basestation equipment suppliers, the reason of why Huawei Technology Limited could achievesuch a proud achievement is because it’s implementation of a competitive compensationmanagement strategy. A good salary structure system will effectively ensure an enterprisedeveloping reasonably and orderly, enhance the core competitive edge of enterprises andemployees’ sense of pride, and also keeping growing.At present, China’s high-tech enterprises pay management still exist many problems,these problems seriously hinders the development of enterprise, and indirectly affect thedevelopment of economy of our country, to establish or adjust the new salary managementmethods for Chinese enterprises is extremely urgent. The enterprise wants to win in themarket competition, they must provide a reasonable salary offer which could attract, motivate, and maintain the outstanding talent to serve for the organization, improvingemployees’ engagement and organizational sense of belonging.Therefore, this paper intends to launch in-depth discussion and research of thesignificant features of salary management in China Shenzhen Huawei Technology LimitedCorporation. We will begin to focus on studying how compensation management couldpromote the business improvement of Huawei, and making Huawei remaining strongcompetitive advantage in home and abroad market. Specific from Huawei compensationstrategy, compensation principle, design of salary system, salary structure and salarymanagement system management, in-depth investigation and analysis, summed up someavailable suggestions for other similar enterprise, but also raise some constructiveadvisements for solving Huawei’s potential salary related problems.