The Broadband Compensation System Design For Hi-tech Enterprises In China

Along with the era of knowledge economy and economic globalization,if the modern enterprises intend to adapt to the increasingly complicated business environment to survive and develop,they have to possess a high level capability of management,the core of which,in addition to the strategy-making,is shown in the talent competition,that is,human resource management(HRM).The most fundamental goal of HRM is to attract,motivate and retain talents,and how to build a scientific and reasonable compensation system to strongly incent employees has become one of the most important elements,which also indirectly decides whether enterprises can always maintain their competitive advantages in the fierce market competition.High-tech enterprises engage in high-tech industrialization,as well as production activities of high-tech products and services,the development of which also reflects,to a large extent,a country's development level of technology and is the composition of a country's core competitiveness,so it is urgent to design a compensation system for high-tech enterprises in China with its own characteristics to promote rapid development.This thesis introduces the broadband compensation system,originally from abroad,as compensation system solution for Chinese high-tech enterprises,by comparing different conditions of domestic and foreign high-tech enterprises in the process of technology industrialization,sums up the unique characteristics of Chinese high-tech enterprises and their knowledge-based staff,and via the method of combining theory and practice,setting a number of classical theories of management and sociology as theoretical basis,analyses in detail the drawbacks of the existing compensation system of high-tech enterprises in China.As describing the specific design steps,this thesis stresses the guidelines of corporate strategy and compensation strategy,constructs internal consistency and external competitiveness through job analysis,job evaluation and external salary surveys,and presents two kinds of fee basis for establishing compensation levels and structure-the value of posts and employees' own skills and competencies.In addition,it also expounds the significance of the accurate performance assessment and flexible benefits,and,in accordance with employees' different functions and different levels,designs targeted compensation combination,in order to exert the greatest incentive effects. Theoretical study is for better putting into practice and guiding practice,thus in the last part, this thesis takes a domestic high-tech company as study object so as to explore how to diagnose and improve its traditional compensation system,and under the guidance of the aforementioned theories,introduces creatively the dynamic broadbanding system as design basis.After implementation of the new system for a period of time,the survey results also further confirm that the broadbanding system is the best choice for high-tech enterprises in China at present.