ZMD Corporation R & D Department Salary System Design

ZMD is a private enterprise with background of IT knowledge industry, involved in military SBC. After the centralized management of the initial personality charm period, ZMD is entering the phase of system management. R&D is the company's core department, and the incentive pay and its rationality are very important to the team's stabilization. The problems of R&D department in ZMD is the common issue in the management of knowledge workers, it is representative.Firstly, human resource management and development of basic theory are described, focusing on the compensation management, performance appraisal and pay system design theory. The thesis investigate and analyze ZMD's internal and external environment, point out the key issue in the compensation and performance assessment management of ZMD, defined the needs and direction in the development of ZMD's human resources management.In this paper, a questionnaire survey, interviews and other forms are used for the collection of salary, incentives and knowledge-based employee satisfaction data of ZMD. Combined with ZMD's goal orientation and development strategies, the paper analyze the existing problems of the company's compensation system and puts forward solution.Focus on the company's performance appraisal system and the problems that this pay system design, communicated with the ZMD's main leaders, administrative director, and all R & D staff, the new-designed compensation system based on the existing salary system, the relative value of various positions is determined by classification, then establish the posts in serial form as the basis of salary level. To get rid of the problem with single job-oriented of staff development, in the job evaluation of the basis, through the rank sequence of division of a job sequence, combined with job evaluation results, according to posts in the distribution of the characteristics of job classification, to determine the company's various job levels of pay level, to determine elements of remuneration, and based on the job impact and job flexibility to determine the proportion of elements of remuneration, ZMD's new salary system is designed based on incentive-oriented program.