A Design On Competency-based Basic Compensation For IT Companies’ R&D Staff

With the world’s scientific and technological progress, the information technology hasa rapid development. In the21st century, the information technology is everywhere andclosely related to people’s lives. Both of living and working are all have to rely heavily oninformation technology. With the IT industry’s explosive growth, the competition for the R&D personnel among enterprise is increasingly fierce. How to attract and retained moreexcellent R&D staff is one of the most important responsibilities of human resourcesmanagement. The compensation as the most direct and effective incentive for R&Dpersonnel, has become the key factors to solve this problem. The paper take company A forexample, we make an investigation on R&D staff of A company. Through data collection,we established a competency model for R&D staff, and then design the basic salary basedon competency model. It will provide a scientific basis for the R&D staffs’ salarypayment.The method that used in this paper are mainly normative analysis, questionnairesurvey method and Analytic Hierarchy Process. The normative analysis method is mainlyused for the literature review; there are three questionnaires were designed: pay satisfactionquestionnaire, Company A research and development personnel competent elementsIndicator Survey Table and A-company R&D personnel competent factor indicatorsevaluation form. The first questionnaire is used to analyze the research and developmentstaffs’ current pay status and issues; the rest two questionnaires are used to extract thecompetent elements of R&D staff, and make model validation. The Analytic HierarchyProcess law for the determination of the weight of each factor in the model. Thesis firstdescribed competency and R&D personnel remuneration, then combed the development ofsalary system based on competency both at home and abroad, after that give a summarizeof research; Secondly, it followed by the Shanghai area survey of IT enterprise R&Dpersonnel on the current salary structure and satisfaction surveys; Finally, the paper take ACompany for example, according to the actual situation of the enterprise, to build thecompany’s R&D personnel competency model and designed the basic salary on the basisof competency model. Competency model building steps include clear companyperformance, choose the analysis samples, the competency data acquisition and analysis,the establishment of the model and model validation. Finally, A company R&D personnelcompetency model consists of the following15elements: professional knowledge, learningability, innovation ability, logical thinking skills, solving skills, teamwork skills,communication skills, decision-making ability, stress resistance, and positive initiative,responsibility, work attitude, honesty and integrity, professionalism and ethics. This modelhas proved to be valid by verifying. Competency model established, then convert competency to salary, this article is directly convert the staff competency points to their pay.The price of competency is according to the company’s current pay levels, the othercompany in the same industry and remuneration strategies determined, and will variesaccording to the change of the company’s remuneration strategy.Finally, it analyzed and summarized the problems that should pay attention to in theprocess of the competency salary practical application. Inspire and contribution of IT R&D personnel salary system design. In this study, only the basic remuneration is designed,and does not involve other bonuses and benefits, remains to be further research andimprovement.