Study And Redesign On The Compensation System Of D Company

In the knowledge economic times, the key competition elements of the enterprises have been transferred from the traditional material and finance resources to the human resource. Nowadays more and more enterprisers have been puzzled by such a difficult question that is how to attract and obtain the high quality intellectuals. Undoubtedly, the proper and effective compensation system, just like the propellant, is one of the effective means which can make the employees inspired; have a strong appeal to the talent, and then raise working performance. Generally speaking, how to establish a set of scientific compensation systems which can be suited to the Chinese enterprise as well as our national conditions is the urgent matter.D company is a group with the scientific research, manufacture and trade merging into a whole. Its business deals with a wide range from the household electrical equipment, sanitation and antiepidemic installations to the chicken appliance and so on. On the basis of its human resource reform project, this article selects D company as the object to probe into its compensation system from the related theories and the practice sides. As one of the most important members on this project, I am in charge of the research and the redesign of the new compensation system. While, in order to get the first-hand information, the earlier investigation, interview and diagnosis of D company's problem have also involved my energy.In order to state the new compensation system more logically, this article has been divided into five parts. First is the introduction and analysis of the compensation theories. Then, on the basis of the study and analysis of existing problems about D company' s management, HR, especially the present si tuation of the compensation system, this article puts forward a set of compensation system laying on the foundation of the job analysis and evaluation. Finally it gives a conclusion to the new compensation system relating to its strong and weak points as well. Anyway, it deserves to be mentioned, that in the job evaluation, factor point method has been chosen considering its advantages, such as the high participation of the employees and the transparent procedure. Meanwhile, the evaluation factors and the distribution of the weight have been decided by the questionary. Moreover, in order to minimize the artificial influence, SPSS statistical software has been adopted in the data processing. First of all, the maximum and the minimum are excluded. Then the relative standard deviation and the coefficient of variation are introduced to rectify the deviations.