Research On Optimization Of The Compensation System For G's R&D Technicians

Driven by the great wave of innovation across the globe,profound and evident changes have taken place in the automotive industry chain.The rapid development as well as the widespread application of new technologies such as new energy,Artificial Intelligence(AI)and industry 4.0 have brought many opportunities and challenges to the industry participants.Human Resource Management(HRM)is the core of enterprise management,which focuses on the competition among talents.Therefore,it is of paramount importance to establish a reasonable and competitive Compensation System in Human Resource Management.G company is an auto-parts designing and manufacturing enterprise.After more than ten years of development,the company's scale and production capacity has gradually expanded,and economic benefits generated by its business are increasing year by year.Within the business context where continuous transformation and upgrading of the auto parts industry strategy frequently occur,deficiencies of the management of the enterprise has gradually accentuated.Former Compensation Management System has been unable to meet the company's long-term development strategy oriented by R&D,especially at times when there are obvious problems remained unsolved in the salary design of R&D technicians.Lacking in fairness has led to the aggravation of increasing turnover,escalating difficulty in recruitment and decreasing enthusiasm for work among the staff.It is high time for the enterprises to optimize the Compensation System that takes into account both internal equity and external competitiveness,and that are capable of effectively attracting,retaining and motivating R&D technicians.On the basis of relevant knowledge of equity theory,this paper adopts the methods of interview as well as case analysis to summarize the current situation of the company's Compensation System.Through the survey on salary satisfaction conducted among the R&D technicians of G company,the problems in the existing Compensation System are pinpointed.Supplemented by the development strategy and salary strategy of the enterprise,this paper combs the positions of R&D technicians,evaluates the position value,measures both the internal and external salary survey data,and optimizes the Compensation System of the R&D technicians of G company by using the Broadband Salary Theory.Through the optimization design of the company's Compensation System,it is possible for the enterprise to improve the sense of organizational fairness of employees,strengthen the competitiveness,fairness and incentive among different level of R&D technicians,and promote the development of the company.This research aims to provide useful reference for other similar enterprises,as it will realize its most practical utilities.