The Optimization Design Of Employee Compensation Mechanism In ZLKJ Company

Abstract:Technology is the driving force of economic and social development. The developments of high-tech companies have positive meaning for the development of science and technology. The development of high-tech companies depends on complete remuneration mechanism, which can stimulate the enthusiasm of employees, enhance their creativity and increase their market competitiveness. Therefore, this study takes the Zhili hi-tech enterprise for example to explore establishment of mechanisms for staff salaries.This study makes a survey on the staff remuneration mechanism by questionnaires and interviews. Survey results show that the company has some merits. The advantages include the people-centered concept and a reasonable wages. Meanwhile, there are some deficiencies in the company remuneration system. These deficiencies reflected in several aspects. First, fairness of the remuneration system is lake. Second, form of remuneration is single. Third, remuneration system is not clear. Fourth, corporate training system is imperfect. Fifth, it is lack of effective assessment methods. Sixth, the job classification system does not lay an effective role.The study gives some suggestions on programs and implementation for the remuneration mechanism in ZLKJ company. It proposes a compensation mechanism for high-tech enterprises to establish the principles and methods. Established principles include employee-oriented, making material incentives and spiritual motivation together, fairness, attention to education and buildingg the scientific valuing system, etc. Based on these principles, the detail performance evaluation program, pay plan, benefits package and salary feedback methods are optimized.At the same time, the study combines remuneration principles and institutions committed to building technology companies get the actual, proposing to build a sound remuneration system of its measures. These measures are presented as the following principles. First, establish a fair performance evaluation system. Second, suggest option incentive idea. Third, optimize the fairness and competitiveness of the remuneration mechanism. Fourth, it is important to make spiritual reward. Fifth, establish the system training systems. Sixth, design a scientific job classification system. Seventh, make a democratic enterprise system.