QY Enterprise Bandboard Compensation System Design

With the constant deepening of China's reform and opening up, and global integration, unprecedented fierce competition among enterprises, in the final analysis, these competition is Attributed to talent competition. Human resources crisis has become the most important crisis for most enterprises. Especially of the survival of enterprises rely on in terms of production technology; Talent is the key factor to determine the success or failure of these enterprises. At present, most of China's productions of technology-based enterprises are facing the situation of brain drain, rising turnover rates. The main causes of the crisis are caused by the irrational salary structure, leading to internal staff's discontent problems. How to solve this problem, maximize employee retention and stimulate their enthusiasm for the work and potential, is the most important issues for production technology of Chinese enterprises to solve.Based on the research of current pay system development process, we found that in contemporary flat organization structure reform trend, one pay model called broadband pay more and more extensive use. So will the new pay model into production of technology companies can achieve the desired effect is the main content of this article. This paper will combine theory and practice, while carrying out theoretical studies; we also analyze one typical case and re-design its pay model. Hoping to be able to bring some help to produce technology-based enterprises in China pay administration, but also provide some guidance for the management of pay.First, this article describes the research background, review salary studies development process of China and abroad in recent years, by comparing the old and the new pay model, point out why China's enterprises are faced with the predicament of the human resources management, and show the implications of this study. Then, describes the salary theory and incentive theory, comprehensively analyze the advantages and disadvantages of the broadband pay, design techniques, methods, principles, processes, and possible problems, coping strategies and so on. Finally, through an enterprise example of broadband pay design, we can get a better understand about broadband pay structure model. Explained the applicability of broadband payment to China's technical companies, as well as possible problems. Reminded human resources management in using the broadband pay model, design safeguards should also be synchronized to ensure the smooth implementation of broadband salary structure.