Broadbanding Design For Software Developer In CAYA Corporation

Nowadays, knowledge and technology plays a more and more important role in the value creation. The wage system of most domestic software enterprise is ranked according to the technical duty .However, the software developer requests not only to obtain the wage , but also want to share the surplus value with investors and managers. This phenomenon obviously contradicts to the existing salary structures of most domestic saftware house .PartⅠThe compensation management problems in CAYAThe company is also in the development of stage. Therefore, the contradictions between the continuous expansion of the knowledge-based employees and relatively backward human resource management is becoming increasing obviously. The following are the main problems:1.There is no other ways to obtain raises for employees but get promotion. However, for a limited number of high post, Not every better employee can be promoted to a new level.2. The compensation structure is unreasonable. The payment of compensation need to adjustment. There is a big difference between the different grade levels and different types of staff due to the demand for content. Companies need to design a wide range of pay models. Pay with different salary structure that is a better incentive to different kinds of different grade levels - level staff. Therefore, the pay structure must be set up for different types of jobs.3. Salaries of uncertainty and unreasonable adjustment, and there is no scientific basis. The two sides only have a verbal agreement on wage rise4. No basis for the increase wages, also do not know how much increase compensation is scientific. Wages are not linked to assessment; make the staff thought assessment is only a form. Unable to achieve good encouraging results.5. To Key positions in business or corporate backbone, without a sound presence development mechanism. This part of the company's staff loss often caused huge losses.PartⅡApplicability of the broadbanding in CAYACAYA identified by the provincial planning and high-tech enterprises with key software enterprises the company has industry characteristics. There must be have meet the foundation and conditions of broadbanding. High-tech enterprises have the advantage in implement to broadbanding of the organizational structure edge. First, look at from high-tech enterprises the organizational structure, Multi-level structure cannot adapt to the development of high-tech enterprises. There is a tendency to be flat. Second, High-tech enterprises must possess the conditions for the implementation of a flat organization- Computer Network Technology. Through the Internet and other means, instructions can also send to the staff at different levels. So make flat management assured.Personality characteristics of research and development personnel and the applicability of broadbanding. The personnel are difficult to breakthrough compensation of the traditional characteristics in the narrow range. In the money, it different access to self-achievement. The Characteristics of high-tech enterprises of research and development staff in the broadbanding application in the actual work connect with Personal, achievements and contributions. Traditional reward positions cannot reflect initiative to the subjective value of the posts of infection. Allthe research and development personnel, whether congenital conditions, how are the efforts all by the same standards evaluation. This standard can neither too high nor too bottom. Therefore, easily appear to the people's victory and eliminated. Another important feature of R & D personnel is teamwork. Broadbanding is the ability to compare performance rather than hierarchy. Increase the relative fairness of the internal team. Especially if the evaluation will be used as teaching and learning to be considered, able to create a cultural atmosphere in personnel.PartⅢBroadbanding design for software developers in CAYAIn the early days of salaries project design, To ensure the validity of results , Take out level staff from organizations to build up the compensation design team, Not only have senior and middle management staff, but also have on behalf of the general staff. Ensure a smooth communication channels, every software development and software services to nominate representatives to participate, guarantee the objectivity and fairness of the pay system. It is asked human objective integrity to Subcommittee members. Some of these officers had better involved compensation design program, to ensure the consistency of design and implementation of the program.Then according to the following process for the design of the entire process: Work Analysis, Job Evaluation, Pay-level design, working ability with the compensation scales of assessment positioning, market survey, determining compensation structure, Table Design of broadbanding salaries.According to the data throughout the design process, eventually come into being pay table as follows:Above pay table fully embodies the broadbanding salaries characteristic, with more room for compensation of broadbanding. There's more promote space for salaries.It is taken to reconcile way and each of the basic pay and performance pay a certain proportion in choicing strategy of the design of the compensation structure, thus making staff feel a sense of security as well as inspiring. The labor costs can be effectively controlled, also according to the Character of work, the work of different categories with different pay scales, breaking the single compensation structure restrictions.PartⅣAssessmentIt can really solve the practical problems in business, but also brought new problems. How to deal with a new pay system in broadbanding, establish a full-scale concept, it will be a subject worth exploring.PartⅤConclusionMarket competition is becoming increasingly fierce, more emphasis on the rapid development of enterprises and their employees to the effort and pay linked to performance. Weakens their location and job contacts, The CAYA company is in business development and personnel instability contradictions; Broadbanding salaries can pay a greater level of mobility of staff work, and stable some technical backbone. Broadbanding salaries can really solve some of the problems encountered during the traditional pay, it is a modified and supplemented.There is plenty of room for development in future broadbanding pay.Pay for the management of broadbanding capacity is demanding, the work cannot be accomplished at one stroke. Therefore, the best option to use broadbanding pay should be implemented in the light of their specific circumstances. . Enterprises will pay the initial costs of human resources, One reason is that management control; another is the overall performance of the human costs rise, the seemingly contradictory phenomenon of the real possibility that many companies seek management objectives.