Research On Salary Management Optimization Of R&D Personnel For Company A

With the rapid development of China’s economy,the competition among enterprises is becoming more and more intense.In order to occupy an active position in the market competition,it is necessary to improve the core competitiveness of enterprises,while R&D personnel,as the core human resources of enterprises,are an important basis for promoting enterprise technological innovation and play a particularly important role in the sustainable development of enterprises.Therefore,the remuneration management of R&D personnel is particularly important in an enterprise,and the formulation of a reasonable remuneration management system is not only a prerequisite for attracting and retaining R&D personnel,but also an important basis for human capital appreciation.In this paper,Company A is selected as the research object to discuss and analyse its current remuneration management for R&D personnel,find out the shortcomings and causes,and carry out optimization and improvement.Firstly,the paper introduces the background,purpose,research methodology and overall thinking of the study.Secondly,the current corporate strategy within the company is analysed as the research guide for this paper.Based on theories related to pay management,such as broadband pay theory,hierarchy of needs theory,two-factor theory,etc.,and combined with the actual situation of Company A’s current pay management,the problems of Company A’s existing pay management system are identified through the survey and research method as well as the in-depth interview method,specifically from the following three points Firstly,the pay level is not reasonable,secondly,the pay hierarchy is not clear enough,and lastly,the pay structure is not perfect,and the causes are explored so as to lay a good foundation for the optimisation of its payroll management.Finally,based on the study of the current remuneration management scheme for R&D personnel in Company A,the objectives and principles of its remuneration management are clarified according to the actual situation of the employees in this position,and a new remuneration management optimisation scheme is designed around the pay levels,pay levels and pay structures to provide reference for the enterprise to solve the relevant problems.This paper proposes the following optimisation solutions and safeguards: firstly,using modern payroll statistical software,comparisons are made both horizontally and vertically to arrive at the pay levels of the R&D staff in Company A.Secondly,at the pay level level,a job evaluation team is set up to prioritise surveys according to the weighting scores of professional ratings,and then adjustments are made to finally determine the job performance of each position,thus reducing the pay structure’s complexity.Thirdly,in terms of salary composition,the salary scheme was improved in terms of bonus optimisation and job salary,and the job grade was optimised according to the salary grade,and the difference in salary grade in Company A was optimised according to the broadband business scope.To ensure the implementation of Company A’s remuneration system,five safeguards were proposed: institutional safeguards,organisational mechanism safeguards,safeguards in terms of salary adjustment and information exchange,training guidance safeguards and performance incentive safeguards.