Salary Incentive System Analysis For Knowledge Staffs In Company D

The development of knowledge economy makes knowledge staff as knowledge carrier of human capital becomes the important source of modern enterprises enhance the core competitiveness. After the global economic crisis happened in year 2008, the competition for knowledge talent is getting fiercer among high-tech industries. Compensation becomes the important leverage in the competition. How to make the enterprise salary system can give full play to motivate employees, and how to make it positively influence with other management aspects of human resource, recruitment, training, performance management, employee relations and enterprise culture, that is extremely vital to high-tech enterprise survival and even for long-term development.This article selects company D as the research and study objective, which is a, wholly-owned subsidiary role for China research and development center of one multinational communication enterprise in China. Most of Company D employees are typical knowledge staffs. In recent years, because of the talent market serious competition environment, and influenced by defective salary incentive system and other internal reasons, the company employees have been at a high state of loss. Therefore, this paper analyzes the characteristics of the knowledge staffs, with classical salary and incentive theory knowledge as the foundation, and refer to the salary survey report of the high-tech industry from famous foreign human resource consulting organization, considering with company D salary incentive system present situation and the weakness, the article propose the principles and improving way company D should follow to design for incentive salary system of knowledge staffs.This article based on the related theory and incentive factors of the knowledge staffs demand, and the research results of company D salary incentive system analysis and optimization process provides a reference on solutions for the enterprises. Provide this type of enterprise the reference for the experience and methodology on compensation system strategy, salary structure of the construction, and long-term, short-term variable and fixed salary incentive scheme.The optimization of salary incentive system is not a single project, the optimized system is not once; With continuously adjust, innovation in implementation and practice, it becomes actual people-oriented and to fully arouse the enthusiasm of the knowledge staffs; as well as can adapt to changing market environment and the company strategy.