Study Of High-tech Enterprises In China Pay System

High-tech company, the most important actor of economic behavior in knowledge-based economy, has evolving into the main engine of economic development. The dramatic growth of the high-tech company depends upon the knowledge creation, technological innovation and management innovation. Moreover, the resources of such innovation are the persons who own the innovative knowledge. Therefore, organizing the high qualified and intelligent people to motivate their innovation potentials, as well as searching for the effective methods and systems of human resource management, has become the key issue for high-tech company's to develop itself, and to gain the competitive advantage as well. It is argued that the motivation theories and methods are urgently needed to change in such a new time. Consequently, this dissertation tries to research the motivation mechanism of high-tech company by view of the compensation motivation which is the most important and the commonest motivation methods in the current practice. The main issues of this dissertation are included as follows. First, it discusses the characteristics of high-tech company and its compensation system by combing the compensation theories and current situations both at home and in other countries. Also, it looks forward to exploring the existing problems situated in the models of compensation system and the implementation process of compensation mechanism. Second, depending upon the analysis of the characteristics of different levels of employees in Chinese high-tech companies, it builds the systematic framework of compensation system. Third, it presents the constraint elements to build the compensation system in Chinese high-tech companies by views of three dimensions, namely compensation system, employees, as well as internal and external environment. Then, it addresses the cafeteria compensation system, which emphasizes that the employees can choose the pattern of compensation portfolio within the scope of system design so as to maximize the effects of compensation motivation. Fourth, based upon the preference theory and effect theory, it discusses the principles to design the cafeteria compensation system by using the non-difference curve. It is emphasized that the design of compensation system must consider the two constraint conditions, the labor cost and the employee's capability. Fifth, it demonstrates the operational methods of cafeteria compensation system by using the presented model. Furthermore, it analyzes the attentions and conditions when implementing such a compensation system in a particular firm.