Buffet Compensation Design For Science And Technology Employees In China's High-Tech Firms

Research in compensation design for science and technology employees has accelerated in recent years. Advanced technology has assumed a more important role in China's economy and national defense, and consequently management research in compensation for technology employees has become a central concern.As carriers of the intellectual capital that high-tech companies live on, science and technology employees have unique qualities. They are independent and creative. Their special status and character require special compensation treatment. In order to attract and retain skilled professional employees, high tech companies must use a new compensation design - buffet compensation.Buffet compensation is designed to benefit the employee more than the employer. Buffet compensation encourages employees to take part in the construction of their own compensation program. It can therefore satisfy a range of individual requirements.This thesis consists of seven parts. The first part introduces the issue and describes the development of my arguments in the other sections of the thesis. The second part outlines the special character of high-tech companies, the three levels of science and technology employees, special requirements of theseemployees, and their potential as a human resource. The third part discusses the general concepts and principles of compensation and the procedures of designing compensation schemes. The fifth part provides theoretical support for buffet compensation. The sixth part describes the two models of buffet compensation, including both direct and indirect salary. The last part is my conclusion, where I summarize my findings and arguments, and suggest areas for further research.The possible contributions of this thesis are:1.Outlining the most suitable compensation frameworks and elements for thethree levels of technology employees.2.Providing a theoretical and empirical basis to support buffet compensation,while pointing out as-yet-unresolved issues.3.Providing models and guidelines for technology employee compensation design.