The Optimized Design Of Technical R&D Staff Compensation System Of WS Company

With the enrichment of Internet applications in recent years,China's Internet has entered a new era of development.WS Company is a high-tech enterprise focused on Internet business platform services.New product development and technological innovation are the main advantages of WS Company,which rely mainly on technology researchers with high level of knowledge,skills and creativity.As an integral part of the company's human resources management system,the compensation system is an important guarantee for the company's successful achievement of its strategic goals.Therefore,only a set of scientific and reasonable compensation system can truly inspire,retain and attract outstanding talents,help the development of the enterprise and promote the performance of the enterprise.The research object of this paper is the technical and R&D staff in WS Company.Based on related theory and empirical research both domestically and abroad,it combines the actual situation of WS Company and investigates on the compensation system of the technical and R&D staff.This paper points out the problems of the current compensation system in WS Company and goes deep into analysis and above all begins to design the optimized project by referring to the result of the investigation.The survey results show that there are several problems in WS's technical R&D staff compensation system:the compensation system is lack of internal equity;the personal equity of employees is poor;the external fairness is not enough,so the market competitiveness of compensation is weak;lack of flexibility in corporate welfare;career development path is not clear;work recognition is not obvious,mainly based on material incentive,lacks of spiritual motivation.To solve these problems,the WS's R&D staff compensation system will be optimized from the following aspects:the basic salary is adjusted from traditional salary model based on positions to the broad banding salary;optimizing the ratio of compulsory distribution and the coefficient of performance for strengthening incentive;The assessment cycle of core technology R&D staff is changed from quarterly assessment to annual assessment,and the distribution plan of year-end bonus is redesigned as well;enriching the form of long-term incentives makes employees more choices,such as restricted stock;launching an flexible benefits plan to the core technical R&D staff;increasing "work-life balance","recognition scheme" and"development&career opportunities" of the three non-material incentive in the total rewards system,including flexible working hours,strategy based special contribution award scheme,double occupation development channel,"living water" plan etc..The results of this study not only have a good incentive effect on technical R&D staff of WS Company,but also help WS Company to attract,retain and motivate talents.In addition,this study can also provide some reference for the design and optimization of technical R&D staff compensation system of high and new technology enterprises.