Abstract
This thesis is based on a detailed analysis and research of the redesigning of the compensation system of a large State-Owned electronic enterprise named juhua Company. By the ways of information collecting and so on, we find and analyze some problems and deficiencies of compensation system existed in the company, and then find that establishing a flexible compensation system that offers leverage to the enterprise's overall strategy is becoming more and more critical and necessary. Therefore, this thesis focuses on how to rebuild a systematic compensation mechanism which can attract and obtain talented people who will turn their knowledge, skills and creativity into core competence of the corporation, and eventually realize balance and maximization of benefits for both the enterprise and the staff. Meanwhile, whether a compensation system works or not, needs to be evaluated and verified in practice.
In this paper, the first part is a introduction abroad .The second part analyzes the current company situations and salary aspects of the enterprise, points out both the advantages and the insufficiency, and puts forward the main goal of the new scheme. The third part focuses on the broad-band salary designation of the post fixed salary based on 100 benchmark posts evaluation and the compensation investigation. The fourth part describes the testing of the new salary system and gives a reasonable implementary proposal. The last part of the paper summarizes the theoretical and practical meanings of the above content, enumerates the potential problems while implementing the reform, and finally points out deficiencies of this research. Of all parts, the third and fourth parts are the keys.
Key words: Job Evaluation；Compensation System Redesigning
