Unt(Hn) Tax Agents Co., Ltd Redesign Of Payment Scheme

Future competition of the world is the talent competition, knowledge-based workers as the core talent occupies an important position in the process of enterprise development, and how to attract, retain and motivate knowledge-based employees for the enterprise, is an important issue companies need to think about. To complete the first step of this subject is how to design a scientific and reasonable compensation program. There are some advantages of doing this, one is ensuring that no loss of original knowledge-based employees; the second is to attract external outstanding talent to join the enterprise; the third is to motivate knowledge-based workers and stimulate their work enthusiasm.Based on the UNT (HN) tax agent limited company (hereinafter referred to as the UNT (HN) Company) as the object of study, This company was a3A tax accountant office before and cooperated with a5A tax accountant office for strategy alliance later, which made it become a5A tax accountant office now. All the staffs are knowledge-based workers with the characteristics of high intelligence and specializing in major. Though this company is a knowledge-based team, it needs to redesign its salary scheme from two aspects that all the staffs belonging to knowledge-based workers and the change of company strategy, for the reason that it always uses the traditional model of salary administration management. through the compensation questionnaire investigation, welfare status questionnaire, welfare demand questionnaire and the same industry salary investigation, and holding a full discussion and one-on-one interviews with employees; diagnosing by the SWOT analysis method, finding out the company compensation program was not combined with company strategic goals, lack of pay equity, wage growth mechanism is not perfect, the staff wages are not combined with their performance, as a knowledge-based team salary structure does not reflect the advantage of degree or certificate, compensation structure lack of incentive. These problems seriously restricted the development of UNT (HN) Company. According to the actual situation of compensation program lacking of competitive advantage, the author changed the traditional salary management mode, through the implementation of compensation reform preparatory work, salary strategy positioning, job analysis, job evaluation and level evaluation, data collection and in-depth analysis, determine the compensation level and the other six big steps. based on the comprehensive incentive theory, give full play to the incentive effect, combined with the concept of overall compensation, and according to the UNT (HN) company operation strategy and the actual situation, design a set of comprehensive compensation program for the business development nowadays.The program is divided into internal and external payment, including the direct economic compensation, indirect economic rewards and internal compensation design. The author chose to use the position factor meter point method to evaluate the job value of knowledge-based staff. the post standard salary has been appropriately modified and adjusted according to the actual situation of the company and the strategic positioning and market salary level, formed the work level table of staff post standard. at the same time, design the main constituent elements by the investigation of related information, and according to the ability power, position effect and length of service, staff incentive factors needed to determine compensation factor proportion of each project. By designing material incentive and spiritual incentive and compensation mode, combining the post value and performance, take tilt compensation principles for core employees, and multiple designs the compensation structure. And take the organizational guarantee, system guarantee, financial guarantee and other safeguards to ensure the implementation of the new compensation plan, so as to improve the UNT (HN) company overall salary level. Then, the compensation program has internal fairness and external competitiveness, and a better improvement of incentive to employees, at the same time also contributed to the company, department and individual performance improvement. It has laid a solid foundation for the realization of UNT (HN) company strategy layout and the improvement of the core competitiveness.This paper applies the idea of comprehensive compensation, to redesign the compensation for UNT (HN) tax agent Knowledge-based workers. it has meanings for enterprise to improve employee productivity and employee satisfaction, reduce the staff turnover rate, optimize the structure of human resources, and provide favorable human capital for enterprise future development strategy. At the same time, it can provide reference for the same enterprise knowledge-based staff salary design, in order to further promote the improvement of enterprise payment design level.