Research On Pay System Optimization Of Knowledge-Based Staff In Zhejiang Servyou Group

In the new industrial economic era,knowledge has been turned into motivation to further promote the development of human society.Therefore,enterprises should attach importance to and respect knowledge workers so as to make use of their knowledge,skills and experience to create value for the enterprise.Companies should also re-examine and improve their previous compensation policies to further stimulate the enthusiasm and creativity of knowledge-based employees.Taking Zhejiang Servyou Group as the research object,this paper analyzes the present compensation status of the knowledge-based workers.Based on previous research results,the paper analyzes the problems of the compensation system through the questionnaire,and puts forward the strategy of optimizing the compensation system of the knowledge workers in Zhejiang surveyou Group.In addition,the paper attempts to design a better compensation system and gives the corresponding safeguard measures for the Group.Firstly,the paper expounds the background,literature review and research methods,and defines the relevant concepts.Secondly,by using the method of questionnaire,the paper analyzes the current salary situation of knowledge-based employees in Zhejiang Survey ou Group.The paper finds there are some problems in its salary structure,position setting,and communication channel and system flexibility.Thirdly,the paper puts forward the principles and objectives of designing the compensation system.And on this basis,the paper redesigns its position and evaluation system,the paper also redesigns the compensation system according to the classification of senior management personnel,middle management personnel,grassroots technical personnel and technical staff.What's more,the paper also proposes some strategies to improve the compensation system,and the comparison and evaluation are also made from the aspects of corporate strategy,salary satisfaction and attitude.Finally,the paper provides some safeguard measures for the implementation of the new compensation system from the aspects of salary system,incentive system,appraisal system and human resource guarantee.