Research On Redesign Of PDDT Company Salary System

With the continuous development of Chinese society,the rising of small and medium sized enterprises has become a force in the market which can't be overlooked.Among them,knowledge intensive enterprises are the most vigorous and promising new enterprises.The high quality of its employees and the high-tech products make it a new rising star in the domestic arena.The knowledge based employees,crucial staff of knowledge intensive small and medium sized enterprises,is the key factor to ensure their core competitiveness,and also the mainstay through enterprise's long-term development.Remuneration system,as key of human resource management,is the most important factor attracting talents,protecting and developing talents.External competitiveness,internal equity and the incentive to employees of remuneration system are integral parts of the developing enterprises.A compensation system with scientificalness and rationality can effectively attract talents,encourage talents and bring more benefits to enterprises.This paper combined theory with practice and considered the current stage PDDT Company lying and the real situation at present.Based on the original salary system the enterprise had this paper designed a new set of compensation system in align with enterprise's strategy plan and effectively incenting talents.The logic of this paper is:through the study of literature,understand the importance of the compensation theory;research characteristics of knowledge intensive small and medium sized enterprises,find out common problems in compensation systems of these enterprises;combined with the current situation of PDDT Company,through the contrast to the original salary system,evaluate the position in the enterprise then build the salary structure and the execution approach;at last by comparing the old and compensation system,conclude the feasibility of the new compensation system.In the process of designing the compensation,this paper adopts post reference method to give an evaluation to the posts of PDDT Company but not the most popular Hays job evaluation method.Through the investigation about the satisfaction of the staff and the analysis towards the existing compensation in the enterprise,find out the defects in the remuneration which are transparence problems,unreasonable remuneration structure and the lack of effective incentive approaches.In terms of that,the new remuneration system adjusts and regulates the KPI in the main departments of the enterprise,in addition,add some new incentive and punishment projects in the new compensation system.Compare the new remuneration system to the original one after designing,it is concluded that:(1)The establishment of the remuneration system is closely related to other institutions.A completed enterprise system is propitious to formulate a perfect remuneration system.On the premise of a completed remuneration,the remuneration system enables to optimize its fuction.(2)There is no best compensation system but the most appropriate one.For each enterprise it has its own most suitable compensation.However,the remuneration usually one-to-one matches the enterprise,which means that a remuneration system suitable to one enterprise won't be suitable to another one.(3)For most of the SMEs,the remuneration system merely focuses on the extrinsic compensation which is also the material compensation but ignores the spiritual compensation to the employees.In knowledge intensive SME,knowledge-based staff pay more attention on the intrinsic compensation than other types of employees.If there is no sound intrinsic remuneration system,the satisfaction of the staff to the remuneration will be impacted in particular of the knowledge-based staff.