Overall Compensation & Benefits Proposal Design For Knowledge-based Employee In SRT Company

With the fast growth of global economy, the knowledge-based employee has been the most crucial resource to enterprises, plying a vital role in the company development. How to attract, accept and keep those employee, has became an very important subject for the human resource and business management. We must define effective strategies focus on those group’s features. Compensation management is the most significant part in human resource management, which is also the key part emphasized by the knowledge-based employee. To comply with the social evaluation, also to adapte to the knowledge-based employee development, the more reasonable compensation management system must be provided.Many scholars from domestic and abroad conducted researche about compensation incentiv e for knowledge-based employee.While the abroad scholars emphasize more on the non-economy compensation in the compensation system, and domestic studies are focused the different elements models. Although all the studies used different elements and indicators, and drew different conclusions on the incentive content, approaches, strategies, but they all based onFeatures and needs from knowledge-based employees, any incentive or management, should take people=oriented as the core content.SRT is a business division founded in second semester of 2013, attached to SR corporate, who is a famous company of digital visualized technology in China. SRT is the center of new business research and development for the whole corporate, whose core employees are just the knowledge-based employees. However, currently those employees lack of enthusiasm, which couse inactive work and high turnover rate.After reviewed and summarized the interview with resigned employee,, we found the insatisfaction to the compensation is the most important reason to make them leave company. Therefore, this thesis will analyze the problem faced by the knowledge-based employee from compensation incentives aspect. We redefined the whole compensation package for SRT, with the combination of theory and practice.To guarantee the full implementation of the comprehensive compensation system,there are some other measure need to take into action:1:The emphasis from decision-making management; 2:Strengthen the awareness to the new policy; 3:Build effective performance appraisal; 4:Set up communication channel; 5:Evaluate, feed back and adjust periodically; 6:Improve the human resource system.Among the architectural animation industry, there no company even implement the comprehensive compensation policy, our research may help to change the mental situation and increase their working activeness in SRT, on the other side, it will have significant impact to impelling the renovation of the compensation evaluation in the whole industry.