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XX Salary System software development company

Author: ZuoYan
Tutor: SongDeAn
School: Northwestern University
Course: Business Administration
Keywords: Remuneration system Level positions Promotion channel
CLC: F426.672
Type: Master's thesis
Year: 2008
Downloads: 191
Quote: 0
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Abstract


For software companies, talent is the key to winning the competition, this time the imperfections of enterprise compensation management system is likely to become the bottleneck of the enterprise scale, resulting in low morale, high turnover of staff situation, and a sound remuneration system can Enhanced staff of the enterprise sense of trust and belonging, is to attract, motivate and retain talent of the most powerful tools. Currently, XX software companies follow the company's existing remuneration system. The existing pay system there are many problems, can not adapt to the current situation of the development of competition, need to be adjusted and improved. In this paper, XX software development company for the study, to explore ways to establish a set of effective incentive pay system. First, through the XX software development company's original salary system analysis, analysis of the software company pay system common problems. Secondly, according to the XX software company's strategic development goals, quantitative and qualitative analysis method of combining, and gradually to design a variety of pay model combined salary scheme, which considering the incentive pay, internal fairness and external competitiveness. Finally, the effect of the implementation of the remuneration package for a brief analysis of the implementation of the compensation system proposed program of specific measures. This article focuses on the value of the job evaluation, staff evaluation and pay system design capabilities of the specific method of operation. First, according to the company's stage of development and development strategies, develop the company's salary phenol strategy; clear departmental functions through job analysis and job relations; through job evaluation to ensure that the value of the remuneration packages with internal fairness; through external market salary survey, salary solve external competitiveness; through basic salary, performance pay, bonuses and other compensation structure design, both some basic protection to employees, letting staff salaries and benefits and individual performance-related companies as a way to motivate employees, improve staff motivation ; through job level, job title, etc. R \u0026 D personnel promotion channel for addressing the single issue; through staff capacity evaluation to determine each employee's salary and the salary values ??specific to inspire employees to continuously upgrade their skills and knowledge; through improved compensation system after a brief analysis, clearly designed compensation system effectively solve the problems of the existing salary system, through the new pay system specific implementation measures proposed to make more rational and comprehensive remuneration package. In this paper, a job evaluation, job analysis, salary surveys and other external theories and methods of pay system design, software companies find a suitable XX actual salary adjustment program, which is designed for other software companies in the same industry also has reference to help companies achieve competitive advantages of human resources, to achieve a balance of interests of enterprises and employees with maximized.

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