The Research On Reword System Design Of PE Company

Since the key competition between enterprises is the competition for talents, how to bring the positive factors of employee and make human resource play a strategic role becomes especially important. Being the kernel module of human resource and transferring human resource into high yielding human capital, reward management is the source of core capability of enterprise as well as the key to the success of enterprise management. How to design reasonable and scientific reward system combining with the strategy of enterprise to take the advantage of human resource and help the enterprise have advantages in sustainable competition.The writer studies the existing reward system of PE firms in depth and analyzes the problems of existing reward system under the instructions of the basic reward theory and relating theories. Lacking sufficient theorical basic, the existing reward system has no design nor institution. At the same time, it is not combined with the strategy of enterprise, so it hardly considers the sustainable development of enterprise. The structure of reward is too simple to react to the external changes nor to incite employee. On the base of relating theories, the writer uses scientific design process and method to analyze the work, prepare job specifications, evalute jobs with Hay Group Method and set up job grades. The writer also set up a structured reward system matching with job value, employee performance and external market on the principle of fair and matching. Finally the writer proposes some safeguard measures to realize new reward plans.This article has five main sections. The first section is proface describing the background, significent, study frame and study method of this article. The second section is the theorical base of this article. In the third section, the present situation, existing problems and the factors limiting enterprise reforamtion of the existing reward system of PE firms are explained and analyzed. The fourth section discusses the optimization and redesign of existing reward system. The fifth section proposes some safeguard measures for the exection of new plan.The purpose of this article is to establish a relatively scientific reward system for PE firms. At the same time, the writer tries her reward theory in practice to improve her prefessional ability.