The Research On The Design Of Compensation Management System Based On The Life Cycle Of The Enterprise

The problems of compensation have always been a headache for the managers. The facts show that the critical successful factors which led to succeed in the previous time are usually the potential bomb of the future time. During the initial and developing time of enterprises, the compensation system might be feasible. But it will block the enterprise from developing during the stable time. So it is necessary to replace it with new overall compensation system. Under the special background of internal and external economy and social environment, the enterprise should grasp the dimensional characters of time and space, determine the combination proportion of compensation, take the rational compensation mode, according to precondition, and by some particular means, decide how much they should pay to satisfy them, so as to attract, keep and encourage the excellent talents. According to the request of the strategy and goal of enterprise, the managers should integrate the HR most efficiently, make the employee show their full potential, and actualize the maximum of O/I rate on talent cost, enable enterprise and employees the win-win result with the help of compensation system. And these are the main problems with which the thesis need deal.According to the characters of different periods of enterprise life cycle and strategic request, the thesis, during the different periods of enterprise life cycle, defines the feasible and scientific compensation strategy and key point of encouragement illuminated by the theory of motivating. Also, by taking the different modes of compensation, from the aspect of the every part of compensation, the thesis gives the distributive principle, including the basic compensation, performance compensation as well as benefit. During the procedure of designing compensation system, the thesis, based on the employees' qualification standard, according to the points of compensation table, gets the result of the compensation class of employees, so we can know the total points of compensation of every employee. Then, from the aspect of character of every kind of position, ensures the proportion of the fixed point and floating point of the compensation.In the end, by formula, the managers can learn how much they should pay the employee. The original points of the thesis: establishing the designing model based on the cycle of the enterprise, designing the point of compensation system based on the position and competency, making the compensation system flexible by only adjusting the point of compensation and assessing coefficient, so as to achieve the sustainable compensation system during the life cycle of the enterprise. In the meantime, in order to test the availability of the theory, the thesis takes the compensation system of Lenovo Group for example. By analyzing and demonstrating, the result shows the accuracy and feasibility of the theory.