TZ R & D Personnel Pay System Redesign

As the market competition becomes more intense, the modern enterprises pay more and more attention to science and technology research and development activities. In order to improve the R&D personnel working enthusiasm, initiative and creativity, it is a major focus of the work to human resources management to establish reasonable salary system, and scientific, reasonable, fair evaluation. In this paper, take TZ Company as the research object, designed the R&D personnel salary system.TZ Company has developed into modern heavy industry of private enterprises, it involving in construction machinery, special vehicles, road and bridge components, through mergers and reorganization of the three different regions, enterprises of different industries. Its R&D personnel mainly come from the annexation enterprise plus a handful of external experts. On the compensation system of merger, the R&D personnel, many refer to the original place enterprise salary standard, foreign experts, through collective bargaining way of determining. That different people use different standard of salary system in enterprises was first established for the recruitment and retention of all R&D personnel to have bigger effect. But after several years of development, its malpractice also is shown ceaselessly, and due to the lack of systematic performance appraisal methods, R&D staff enthusiasm to drop with each passing day, the rapid development of enterprises does not adapt extremely.This paper introduces the related concepts and theories of salary system. On the basic situation of TZ Company especially R&D personnel present compensation system investigation, interview, questionnaire and the use of staff flow chart method, find out the main problems existing in the original system. Analysis of the compensation system design factors and R&D personnel particularity, in job analysis, to carry out compensation on the basis of the investigation, design based on the performance salary system, which uses the "post salary+performance salary+bonus" compensation measures, supplemented by key performance index assessment system, organic combination the salary system and evaluation system, the two complement each other, both forming force, and traction force, very good solution to the fairness of salary incentive, two main problems, greatly motivate R&D staff job enthusiasm, initiative, creativity. Finally the paper puts forward a new scheme of the safeguard measures, summarizes the innovation and limitation, and a follow-up study was prospected.