| The globalization of the market environment determines the core competitiveness of enterprises focus on talent. Enterprise human resource management and development are facing new problems, how to get the talent, become the core human capital is to retain and use talents. Why will this research thoroughly, is a new focus of attention of the human resources. Compensation management become an integral part of the business strategy and corporate culture, pay directly reflects the real value of the employees. In this system,employees can through their own pay reflect degree of contribution to the enterprise, and degree of recognition. Salary system will be the company’s long-term goal combined with realistic interests of employees, for enterprises to provide facts for reasonable compensation scheme. If the enterprise’s salary system is full of complete key, we can save more liquidity is used to solve the problem of enterprise, can help enterprises in the talent competition advantage, get more useful talents, improve the overall quality, retain more talents, make the enterprise use mechanism should be established in order to improve the utilization rate, play the positive role of talent. Therefore, companies should consider when making compensation system in various factors, and the ultimate actual situation changes constantly adjust scheme, make it more scientific and reasonable, accord with the fundamental interests of the enterprise. To establish modern enterprise salary system, the overall situation of enterprise development, has very profound practical research significance.This article will ZNJSYF company research and development personnel salary scheme optimization case as the research object, aiming at the problems existing in the compensation plan and related conditions for further discussion. In this paper, in view of the existing compensation scheme, applying the theory of salary system, combined with ZNJSYF company the actual working status of research and development personnel, the company research and development personnel salary system aspects of the basic situation of and problems in understanding of causality, and focused on the compensation packages of ZNJSYF company researchers actual situation, optimize the original scheme, the new scheme and the original scheme were analyzed. Based on the above analysis of the structure and content of this paper, from the following three aspects of design:First of all, analyzes the basic theory of this compensation theory tools cost research,mainly including the theory and process of content based incentive motivation theory;secondly, analyze the existing R & D compensation scheme of ZNJSYF company’s problems, expounds the main problems existing in the company’s existing R & D personnel salary schemes are unreasonable salary system, salary management method is simple, the performance appraisal system is not perfect, too much emphasis on material compensation and not with R & D staff occupation career match; and incentive scheme causes problems mainly from the aspects of mismatch compensation and incentive compensation and personal capacity does not match, mismatch and compensation scheme optimization and enterprise strategy is described. The compensation scheme for subsequent adjustment, the development strategy of evaluation of enterprise organization transformation after whether can solve these problems effectively laid the status, but also provides a necessary research direction for the evaluation of the effectiveness of the optimal compensation scheme; finally, with the front research as the basis, homeopathy put forward optimization measures of R & D personnel salary system of ZNJSYF company.Provide ideas and direction for the follow-up research is necessary. |
PDF Full Text Request