Pt Corporate R & D Personnel Competency-based Pay System Optimization

China's telecommunications manufacturing industry is in a period of rapid growth, the industry increasingly competitive, the higher the demands on talent, with the proportion of knowledge workers increasing, leading communications manufacturers pay more attention to the overall quality and ability of staff levels, more emphasis on human capital. How to comply with its own characteristics to establish a knowledge-based workers compensation system, truly effective to attract, retain and motivate employees, has become a large telecommunications manufacturers eager to improve and resolve key issues. Ability to pay system is a modern pay system, an important form of expression and m ethod, which is based on the actual performance of staff capacity and work-related ability to determine its value to the organization. It helps broaden the employee's career path, to encourage staff to continue learning, help build a learning organization, to maintain and promote the competitiveness of enterprises.PT's own brand in product research and development in the communications manufacturing industry leader. Companies adhere to the "advanced technology, talents pilot" talent strategy, focus more on knowledge workers, particularly R & D intellectual capital development. Company intends to use competency-based pay system in order to facilitate better incentives and attract knowledge workers, give full play to their role, and fundamentally improve the comprehensive competitiveness of enterprises, in order to achieve employee, business, social win-win situation.In this paper, PT company resea rch background, first of all, raise issues and ideas of this article, as well as the basic train of thought. Second, for an overview of relevant theories, such as described pay, capacity compensation, competency models and other related concepts, characteristics and composition, expounded the theory of compensation system design, system design on the principle of ability to pay, factors were specified, respectively, competency-based pay system on the construction process and identify specific analysis. Then, on the PT and its pay system profiles are outlined. Again, pay satisfaction survey by the company on the PT pay system description and analysis of current situation, identify problems, that ability to pay with the need. Finally, the PT companies redesign the pay, that the use of a competency-based salary system, and to R & D personnel as a case for the concrete design and explained that in the design process using a variety of pay Chongfen design methods such as questionnaires Tiaocha law, job analysis methods, behavioral event interview method, AHP, consistency test,360-degree evaluation, broadband salary levels, the company is combined with the actual PT in the design process, each step of the continuous modification and improvement ultimately determine the remuneration of corporate R & D PT system.