Study On Optimization Scheme For Salary Management Of Research And Development Personnel In ZCC·CT Company

With the coming of knowledge economy, high-tech enterprises in the national economy plays an increasingly important role, and in the current rapid development of economy, competition between enterprises is becoming more and more heated, especially cemented carbide cutting tool industry. Competition among the modern enterprises is the talent competition, and researchers are most important talents in carbide cutting tools industry. As the most dynamic staff in company, researchers are also special group,unlike the worker and salesman, performance of researchers cannot be measured by normal input-output ratio. At the same time, they need more personality and multivariate.Therefore, a reasonable salary system for such groups is particularly important. It’s not only related to the sustainable development of enterprises, but also related to the innovation ablity of enterprises. The incentive compensation system is the guarantee to stimulate the innovation and enthusiasm of researchers, the function of pay incentive is obvious to motivate employees with a strong sense of reality and charisma.Enterprise compensation has been a “double-edged sword”, using it properly can attract talented people and improve the strength and competitiveness of organization;however, improper use will lead to the crisis which will increase the cost of enterprise and speed up the personnel loss. In today’s rapid development, the trend of company structure is becoming decentralized, employees pursue more organization recognition and self-fulfillment, but dedication and loyalty are reduced under the influence of various factors. Therefore, the way to make use of compensation management which can stable and encourage the enthusiasm of excellent researchers is the urgent problem for every enterprise; also it has significance to the development of enterprises. At present, the compensation system of domestic cutting tool enterprise cannot reach good results.Therefore, this paper set off from the problem, guide by the principle of scientific compensation system and the object of study are researchers of ZCC·CT.the paper is to study the incentive compensation of researchers and propose a further optimization plan in order to set up reasonable salary management system, improve the compensation structure,assess research jobs scientific and formulate completed qualification system. Four channels and nine grades are set up for researchers career planning. The salary level of researchers is set as 24 grades according to the compensation system and the office level.Compensation optimization system which include Job skill wage, yearly wage, potential salary, merit pay, project wages, incentive pay, other pay and welfare is set up according to people from different levels and based on the specific nature of work. At the same time“point management” is brought in actively to quantify the job performance and comprehensive ability of researchers and combine the staff appraisal and incentive system with compensation system closely to set up a “point” as the guidance of the qualification management system which contrasts with compensation system.Of course, there is no end in compensation optimization system of researchers,therefore, compensation system which is one of motivational tool should be constantly optimized to adapt to the market changes.