Research On Compensation Management Optimization Of TC Company's New Generation Knowledge Workers

In the high-tech manufacturing enterprises, the knowledge workers of new generation 20-35 age stage has gradually become an important source of core competitiveness, between the new generation of knowledge workers occupation quality and market competitiveness of enterprises closely, become a sustained, rapid and healthy development of the strategic needs. In the context of global competition, how to attract new generation of knowledge workers into the enterprise, and effectively motivate them to better work for the enterprise, is every company is trying to solve the problem. Therefore, it is of great practical significance to study the compensation management of the new generation of knowledge workers in manufacturing enterprises.In this paper, the case study method is adopted to take TC company as the research object, and the new generation of knowledge workers'compensation management of TC company is studied. First of all, the thesis defines the related concepts, discusses the background and significance of the research, define the content and method of the paper; secondly, the strategy of salary management this paper reviewed the related research, expounds the connotation and characteristics of compensation management, summarizes the related research and practice experience and Enlightenment of the salary management of enterprises; Third, summarize and analyze the current situation and existing problems of the new generation of knowledge workers in TC company. In this TC, the new generation of knowledge staff salary management present situation, summarizes the TC company new generation of salary management exists in knowledge workers, including the compensation level is low and the structure of a single, salary structure salary is insufficient, lack of personal basic pay fairness and pay employees failed to fully reflect demand, and so on, and analyzes the reasons for these problems,including equalitarianism tendency, existing salary distribution in the salary structure of strategic orientation is not strong, long-term incentive compensation is not enough: Fourth, puts forward the countermeasures and suggestions of new generation TC company salary management of knowledge workers, including strengthening the salary management strategy oriented around post scientific performance evaluation, incentive compensation management system, improve customer demand oriented salary management system, improve the channels of direct salary and indirect management fifth,put forward to improve the system; and the corresponding security strategy;finally, the thesis is summarized and future research prospects.