| This article is to research the optimal design of the compensation system for CSI management staff. The compensation system designed for the management staff except senior management team whose compensation decided by the board and director labors and indirect labors. CSI company belongs to PV industry which from the establishment till now is just more than ten years in China, so the real general conditions for this industry in China are the development of this industry is not mature and internal system and policy is not complete; external competition environment is worsen and the lack of talent and high turnover rate. CSI is a Nasdaq listed PV, delivering high efficiency solar cells, solar modules, solar power systems and off grid solar power application solutions. The company has stepped into the strategy transition and fast development phase and it needs the human resources as the foundation to support company’s fast growth. Compensation system has the realistic meaning to the human resource management and the meet of the company’s strategic target.The article is comprised of the following chapters:the first chapter is the general introduction; the second chapter is the theoretical bases; the third chapter is to start from analysis of company status, human resource status and current compensation system and found out the issues of current compensation system; the forth chapter is to propose the implement process of new compensation system based on the issues discussed in the third chapter’s; the fifth chapter is guarantees for new compensation system and the comparison for new and old compensation system; the final chapter is the conclusion and the next steps of the article.After the research the new compensation system compared to the old system is more specific, the compensation level is more competitive, the compensation structure is more reasonable. In the next step we will focus on the research of the compensation system for key talent and R&D technical persons. |
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