Research On Salary System Of R&D Personnel In Xi'an Dongsheng Company

The sixth wave of IT industry development is coming,technology is constantly updated,and microelectronics industry has always occupied a very important position in IT industry.Improving China's microelectronics industry's technological level and scale is an important technology support for the development of "Internet Plus".Microelectronics industry is a capital and technology intensive industry.Behind the technology is the high-intensity competition of high-quality human capital.The iterative renewal of technology needs high-quality talents,reasonable mechanism system and excellent corporate culture as support.As a representative of knowledge workers,R&D personnel usually pay attention to their own value and self-development,spiritual motivation and working atmosphere.How to set up a scientific and effective salary system,distribute the salary scientifically and reasonably,improve the performance,job satisfaction and organizational loyalty of the R&D personnel,fully stimulate the initiative and creativity of the R&D personnel,and shape the excellent corporate culture are the problems that the high-tech enterprises need to face and solve.This paper takes the compensation system of Dongsheng microelectronics as an example,on the basis of studying the research results of compensation at home and abroad,analyzes the current situation and existing problems of compensation management of the enterprise,and designs targeted optimization scheme.In the optimization plan,the basic salary is changed to the rank salary,performance salary and project bonus are linked with individual performance,year-end bonus is paid according to enterprise profit and annual individual performance,non monetary salary design is emphasized,flexible welfare system is implemented and invisible welfare is emphasized.After that,combined with the salary optimization program,the paper lists the supporting mechanism construction in all aspects.Based on the above research,this paper optimizes the design of the salary management system for the R&D personnel of the enterprise,making it more scientific and reasonable,reflecting the distribution principle of "more work,more pay,better pay",better meeting the individual needs of employees with differences,and giving full play to the role of non monetary salary and employee welfare.By improving the salary system design and supporting security system,this paper combines salary management with career development assistance,employee training,etc.,so that employees can obtain salary matching with their posts,qualifications and skills,and performance,and truly realize the incentive and guiding role of salary.This paper introduces HRBP,which is commonly used by Internet companies.It can help to promote the implementation of optimization scheme by HRBP,which understands both business and human resource management.This paper strives to establish a set of positive incentive R&D personnel compensation system for the enterprise,so that R&D personnel compensation is positively related to post,skills and performance,and improve employee satisfaction and sense of belonging.At the same time,this paper puts forward the salary optimization design scheme,which can be used for reference to similar small and medium-sized technology companies.