The Design Of R&D Staff's Compensation System Of Xiangxuehai Electric Corporation Of Suzhou

Many Chinese and foreign enterprises operating successful practice that whenever successful companies have strong core competitiveness masterpiece support, the core competitiveness of enterprises have become a secret weapon. With the continuous acceleration of technological change, competition in the industry is playing an increasingly important influence on technological innovation in science and technology enterprises gain a competitive advantage in the more prominent role.Employee is the only one who can innovate. So, be able to attract, and retain qualified personnel, as well as maximize stimulate their good work performance, is a relationship to the ability of firms to compete in the brutal survival and development of the fundamental problem. Obviously, if we want to solve this problem, one basic and main way is to establish an effective compensation system.R&D staff, which is a class of knowledgeable worker who is the core employee of company, is important to a company. In this paper, using the method of linking theory with practice, the application of modern theoretical pay to the Xiangxuehai Electric Corporation of Suzhou carrier, it designs for a compensation system of R&D personnel. At first it expounds on the theory of management salaries and studies the experience from other outstanding enterprises. And then followed the analysis of status quo of Xiangxuehai electric Corporation of Suzhou, which focuses on the research and development of the pay status and problems of the current R&D management, is the cause analysis of the remuneration of the problems. Then it chooses the right model for the remuneration of R&D combining the characteristics of R&D personnel; establishes the salary strategy from the strategic perspective of company; and also designs the R&D staff's salary level refer to the pay level of Suzhou city. At last, it concludes with a programme to ensure the effective operation of the measures and continued improvement measures.The author wishes that this thesis may function as useful referential to domestic enterprises in the same industry who want to design the R&D staff's compensation system.