| When knowledge-based employee become the main human resource, fewer companies restructured their compensation system to meet the character and unique requirement for them. Thus the hysteretic compensation system hinders the cooperation operation, failed to attract the most talents in the market, failed to motive the current employee and develop them up. And the hindered compensation system causes high turnover rate. All these forms a vicious cycle with high operation cost.As to the problems mentioned above, this dissertation restructured the compensation system for the Science & Development Employee in the High-tech industry, based on the compensation management theories, the design metrology, as well as the challenges raised upon the past compensation system in A company, to meet the company conditions, and to enlarge the positive impact during the corporation management.This dissertation includes mainly five chapters,Chapter 1 is the introduction of the related theories including compensation definition & role, compensation management definition, role, related stimulus theories, compensation system classification and the factors during compensation system choose.Chapter 2 is the introduction of the background of company A, including industry background, the background and character of the knowledge-based employee, the original compensation system and the problems hereby.Chapter 3 is the research on the impact of the major problems of the compensation system of company A, analyzed the salary structure, job evaluation, salary management, and other factors impact on the compensation system of company A;Chapter 4 is the new compensation system restructure based on IPE salary theory to solve the problems caused by the original system, which is the core part of the whole dissertation;Chapter 5 is the new compensation system and guarantee the implementation of the measures are put forward, on the merits of the new pay system analysis and summary of not covered problem. |
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