Research On The Salary System Of Zhongxing Telecommunication Equipment Corporation

Zhongxing Telecommunication Equipment Corporation is the world’s leading integrated communications solutions provider,as the China’s largest telecommunication equipment listed company,the world’s fourth-largest mobile phone production,and manufacturing for more than 160 countries and regions in the world of the telecom operators to provide innovative technology and product solutions,through a full range of wireless,cable,the business,terminal products and professional communication services,it meet the global demand for differentiation of different operators.However,Zhongxing Communication Co.Ltd,as a state-owned holding company,compensation mechanism is still not perfect matching with the modern enterprise system,How to build realistic compensation mechanism is the core issue of state-owned enterprise.In earlier years,because of its generous benefits and relatively stable employment,state-owned enterprises retained a considerable part of the talents,so how to retain the backbone of the development of these enterprises,and to attract new talent is the practical significance of the research on compensation mechanism.The enterprise wants to obtain dynamic vitality,the implementation of competitive salary management strategy is essential.Through implement the strategy of competitive compensation management can make enterprise gain great progress quickly.Competitive and reasonable salary structure is fully and effectively to ensure a reasonable order of enterprises in a dynamic forward the necessary conditions,and to promote the core competitiveness of enterprises,and it’s the core factor of improving the staff’s honor a sense of pride and to promote the healthy and strong development of the enterprise.According to the survey,this piece of work of the compensation management of the current Chinese communications enterprise in salary management still exists many imperfect aspects,which also highlights the lot of even a serious threat to the long-term development of the enterprise’s problems,If these problems continue to spread,that will inevitably affect to the rapid growth and normal development of the enterprise,and indirectly affect the growth of the national economy.Therefore,adjusting and improving the system of compensation management and moderately for our country high-tech enterprise is imminent.Enterprises which want to gain competitive advantages in such fierce market competition,just hold on the heart of employees.Providing reasonable compensation is the top priority among numerous means,Because whether to develop a competitive salary system,for recruitment,retention,motivation and sustain the virtuous to organize the full service,and to improve employee satisfaction for employers and strong sense of belonging to the organization,and to push employee’s quality to finish the task assigned by organizations is the core key point.This article attempts through he salary management mechanism to arouse people’s enthusiasm,to leverage to the supplement the missing part of the human resource management.The article content which is about the ZTE pay system optimization as the main line,focus on the first through the overall research communications enterprise common problems in the salary management mechanism and the objective conditions,from a macro on analyzing the characteristics of the communications industry salary management system,this article is based on the communication enterprise staff characteristics,combining with the demand level theory,motivation theory,two-factor theory,equity theory,expectancy theory,human nature hypothesis.According to the analysis to study the effect of compensation management mechanism of the management system,it build the theoretical foundation of the compensation system of communication enterprises.Through the case description and case analysis form,on the basis of understanding and master relevant theoretical knowledge.In the same situation,The paper puts forward the necessity of optimizing the compensation system of ZTE,and proposes the optimization scheme of the existing compensation system,and puts forward some suggestions on how to improve the salary management system,optimizing suggestion of the compensation management system and to optimize the outlook of the welfare of state-owned enterprises.Zhongxing Telecommunication Equipment Corporation,as China’s communications industry leading enterprises,is stand in a very important position all over the world.In recent years,Zhongxing Telecommunication Equipment Corporation with the strong support of the national ministry of commerce,by virtue of the advantage of new and high technology,develop well in domestic and foreign markets,its own management mechanism which already developed many years,has a relatively mature and perfect framework.But Zhongxing Telecommunication Equipment Corporation also faces the problem that as the state-owned enterprise,its salary management system design is not mature,if we can according to the current situation,through the optimization design of compensation,to improve the management of the state-owned enterprises,so as to promote perfecting ZTE on development due to a series of problems brought by the brain drain,in order to improve the enterprise internal staff vigor,stimulating the internal cohesion and combat effectiveness.Building a scientific and reasonable compensation and sustainable system in telecommunication enterprises can last competitive advantage under the increasingly competitive situation.Therefore,this article choose the Zhongxing Telecommunication Equipment Corporation as the research subject,not only for helping ZTE on the future development,also has certain research significance and value in the compensation mechanism of state-owned enterprises.