Research On Optimization Of Salary System For R&D Staff Of Z Internet Company

Under the background of fierce global competition,the most pressing problem faced by a internet company is the massive loss of R&D talent.In order to achieve the competitive advantage of talents in such a highly competitive market environment and maintain the possibility of sustainable development and expansion,the optimization and reform of R&D personnel's compensation system is of utmost importance.This thesis takes Z Internet Company as the research object.After determining the matching relationship between the business strategy,business life cycle and rewards strategy,the WorldatWork Association's comprehensive Total Rewards system analysis framework is used.The quantitative and qualitative methods such as market surveys,comparative studies,and literature studies are used to optimize the design of the overall compensation system for Z Internet Company's R&D personnel.First of all,in the module of compensation elements,the position analysis,job evaluation and compensation structure of Z Internet Company's internal R&D personnel are restructured.Through labor market benchmarking,strategic labor cost budgeting and planning are formulated to achieve internal fairness and market competitiveness.Secondly,it is a combination of leveraged tools for the part of the remuneration within the compensation element.The first item is the addition of the “long-term incentive” tool,the second item is the “project bonus” tool optimization,the third item is the addition of the “accreditation enhancement” tool,and the effective “motivation” for the part of the staff is to challenge the higher performance and Increase the “frequency” of behavior that the employee wants to appear in the organization.Finally,the addition of the savings planning tool for the welfare element module is to achieve the greatest degree of “retention” of key R&D talents.In the process of transitioning from an organization to a product-leading competitive strategy,through the use of the guiding ideology of the Total Rewards system framework,Z Internet Company's remuneration system has been optimized to achieve a unique core competitiveness.This unique core competitiveness mainly comes from the following four aspects.The first is different strategies for the pay philosophy of high-level companies in the same industry.The second is that the customization tools selected in the Total Rewards elements are different.The third is the difference in the mix of Rewards elements.The fourth is the difference between the best practices of various companies.This has largely solved the problem of the organization's lack of attraction,retention,and motivation for R&D personnel,and it has also had a profound impact on the sustainable development of the company.