Application Of The Establishment Of State-owned Science And Technology Enterprises With Broadband Pay

With the rapid development of the economic globalization and the gradual perfection of China’s Market economic system, the state-owned sci-tech enterprises have gained the enormous opportunities to develop. Meanwhile, the human resource management will face tremendous challenges. The development of the state-owned sci-tech enterprises is rooted in continuous innovation, which comes from the talents. In the process of the marketization, it will determine the future of the state-owned sci-tech enterprises, whether it could Mobilize the employees’enthusiasm, initiative, creativity and potential or not. The global business community has paid high attention to the human resource management, and how to attract external high-level talents, Motivate and retain the internal talents has become the focus of enterprise management.However, the compensation system of the state-owned sci-tech enterprises is deeply influenced by the panned economy mechanism. To a great extent, the compensation is still controlled by the planning and administrative mechanism. It could easily cause the average big-pot phenomenon and non-standard allocation behavior, leading to insufficient incentive and constraint function of the compensation management, etc. All of this will result in the high wastage rate of internal talents and surplus of the general labor, further leading to the inefficient enterprise operation and internal contradictions. It has become the bottleneck of the in-depth development of plentiful restructuring state-owned sci-tech enterprises.Along with the deepening development of the state-owned enterprises Marketization, the Modern enterprise management system is becoming better and approaching perfection day by day. In response to the challenge brought by the rapidly changing of the economic Market environment, the organizational structure of the state-owned sci-tech enterprises is increasingly fat. In order to obtain the core competitive advantage in the fierce Market competition, the human resource management pays more attention to the humanistic idea in the enterprise daily management, and attaches great importance to the construction of the employees’career advancement channels. Within this context, the broadband compensation arises at the historic moment. It has broken the hierarchical structure of the traditional compensation, brought in the competition mechanism to guide the talents realize their career advancement through appreciating their competence and performance, finally achieving a win-win situation of the enterprises and employees. However, whether this compensation management Model could be used in the state-owned sci-tech enterprises and achieve the desired management effect is depending. This paper will research into this problem in the Method of combining theory and practice.In this paper, the author uses the state-owned sci-tech enterprise H as the research object. In the first place, this paper introduces the related theoretical basis about broadband compensation and the research status in domestic and abroad, then comprehensively analyses the applicable conditions of this compensation management Model. In the second place, the author makes an in-depth theoretical thinking about the design of broadband compensation based on the competency of position. Through comprehensively analyzing the enterprise H’s compensation management status, put forward a concrete proposal according to the strategic human resource management, then put it into practice and evaluate the implementation effect. In the last place, it summarizes the research result, and brings forward innovation points, limitations and outlook for the further research, considering the process and the Methods of this research.