The Design On The Compensation System Improvement Of Rivers Bioengineering Company

This paper make a comprehensive and detailed analysis and research on the status of the existing reward system of Rivers Company based on the theory and methods of reward management. It also designs a set of reward system which is respectively more equitable internally whereas more competitive externally by combining with enterprise's development strategies and the characteristics of high-tech enterprises.The whole discussion is divided into five parts. Upon completion the foreshadowing of research background, theoretical basis as well as the idea of writing of the paper, it further studies the status of the existing reward system of Rivers Company. Thus we find out that the company's existing reward system is not coordinated with its high-tech characteristics and could not fully reflect the human capital value of its high-leveled managing staff and knowledge-based workers. As a result, there are certain problems in the human resources management of the enterprise with its contradictions comparatively concentrated on the current reward system. This paper choose the most appropriate strategy of reward system for Rivers Company under the guidance of modern reward management theory in accordance with the company's development strategy and the characteristics of high-tech enterprises. It completes the design of staff's pay levels and pay structure in four positional categories by using the advanced designing concepts and core technologies of modern reward system as well as reasonably using the advanced designing experience of reward system of high-tech enterprises from home and abroad as references. It is a set of reward systems with both scientific and practical nature which fully reflect the diversity characteristics of the combination of short-term incentives and long-term incentives as well as complementary of material incentives and spirit incentives.This paper draw such a conclusion: the designing of high-tech enterprise should fully reflect the value of its core staff so as to reasonably maintain and add value to the human capital of the knowledge-based workers. Enterprises not only should consider the business development strategy and core values as its basis but also should systematically design the reward systems according to the variety needs of different staff levels during the process of improving the design. At the same time, the operation of a scientific and effective reward system could succeed only under the escort of certain protection system and good execution.