| Hunan Xuntian information technology Ltd started up in 2000 is an important strategic partner of Hunan telecom.From start-up Xuntian has attracted a lot of top talent in the field of communication so that it developes fast. However, managerial system and skills taken by Xuntian have been influnced by state-owned enterprises'doing so.Because the creator and some core management worked for state-owned enterprises before.With being a member of WTO,Chinese communication business is confronting unparalled competition and some managerial systems of state-owned enterprises are facing every aspect of challenge.How will Xuntian grow better in keen competitive environments? How will Xuntian improve its employees'potential at their respective posts? How will Xuntian attract more top talent to join its big family?In order to solve these problems,Xuntian will improve its motivative system,managerial level and total efficiency.Nevertheless, pay management is of the most importance in human resources system.What's more, whether human resources management succeedes or not dependes on it sometimes. This paper tries to study how a new company in traditional business achieves new pay theories and practice according to Xuntian Ltd.It hopes to change the situation of lack of full motivation and ambiguities between reward and punishment.Of course, we do wish that other similar companies could learn from Xuntian. Moreover, this paper will combine pay management theories and approaches with Xuntian's special case to analyse common problems with pay management in high-tech communication companies of China.And it will discuss some measures about how to deal with these problems. Finally, it will suggest some effective pay management systems to boost enterprises' comparative advantages and cohesive forces. |
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