| As the requirements of The Times and the sustainable development of enterprise, the strategic compensation management is mentioned. Strategic compensation management plays an important role in encouraging employees'enthusiasm, saving operating costs and enhancing competitive advantage of the enterprise. With the enterprise reform and development of market economy in China, the compensation system has continued to adjust and reform itself; however, seeing from the strategic compensation management perspective, there are still many problems existed in the compensation management. Facing the increasingly fierce competition today, we should how to improve the management level, how to attract, retain and encourage employees and how to enhance enterprise's competitiveness are all becoming the urgent problems. This paper analyzes the current situation and characteristics of the enterprise's compensation management in China. This paper studies the strategic compensation of enterprise from several important parts, including staff recruitment, staff training, performance appraisal and management, from several important parts, including recruitment, staff training, performance appraisal and talents reserves and puts forward the corresponding compensation management strategies.This paper mainly made the following breakthroughs and contributions:1.This paper discusses the great change of business management in the ecological background of the 20th century-the causes of the emergence of strategic management and strategic compensation management. In the 20th century, the business ecology has undergone tremendous changes. After the middle of the 20th century, with the arrival of the third technological revolution, the human gradually realize the shift from industrial society into the information society, and the shift from repetitive tasks in industrial society into innovative tasks in information society. The enterprises has changed the conventional production in industrial society into the innovative products and services in information society, and changed the general management into strategic management. Since the 1980s, the strategic human resource management has emerged and developed with the strategic management theory, and then the human resources has become the key of strategic and competitive resources in enterprise. Because of the strategic compensation management, the enterprise achieves the strategic human resources, and their talent of innovation allows enterprises to maintain sustainable competitive advantage. Therefore, strategic compensation management becomes the most concern among people.2. This paper distinguishes the strategic compensation management and traditionally general compensation management. Combining the strategic management of human resources and compensation management, the paper describes the concept of strategic compensation management, and compares the strategic compensation management with traditional compensation management, there are at least the following advantages:(1) the strategic compensation can make the enterprise network and gather various types of talents which are needed by the enterprise in order to satisfy the needs of enterprises'development and competition. (2)Strategic compensation management focuses on the growth of cost-efficiency of human resources, and it uses efficiency to earn for profitability, not just the human cost control. (3) the strategic compensation can mobilize the enthusiasm of the employees, promote enterprise's cohesion, improve enterprises'culture atmosphere, and create enterprises'intangible value.3. This paper puts forward the innovation ideas about distribution according to staff's performance--a strategic shift from the distribution according to staff's performance into the strategic compensation distribution The theory about distribution theory is a wage theory, an allocation of realized proceed and also is the existent and static distribution. Strategic direction of the compensation distribution is those which have achieved the revenue and earnings expectations for the future distribution and is the future-oriented and dynamic allocation. The formulate of enterprise strategy-oriented policy of compensation distribution is based on the strategic objectives of enterprises, in order to realize the enterprises' goals. Specifically, in principle of establishing the compensation distribution system which is suited to the modern enterprise system, to stress on the strategic positions and strategic policy, that is, formulate different programs depending on the different value of human capital.4. This paper transforms the strategic compensation management into specific compensation management strategy. This paper put forward the compensation strategy about staff recruitment, training, performance appraisal and talent storage. This paper makes a scientific decision in enterprise compensation of each section through using the modern scientific management theory and methods of human resource. It specifically includes: (1) using signal mechanism for recruiting good employees; using ordinal number utility theory model to decide the optimal employee welfare combination and making the enterprise and making the enterprise and employee both reach a "win-win"; establishing the individual compensation system in order to attract talents. (2) using cost-benefit model to make a scientific decision on employee training and effectively avoiding human resources investment risk; establishing strategic compensation system and accelerating the transformation effect of training; (3) designing work process according to the enterprise strategy, identifying performance standards and performance compensation according to the work process and work analysis for the realization of enterprise strategy; (4) realizing the talent storage through establishing fair economic reward system, ethical management and the non-economic pay system of processional management. Compensation management and the lateral matching strategy of human resource management is the embodiment of the strategic salary management.5. The paper describes the methods of strategic compensation management by using the game theory and information economic theory. It establishes a dynamic game model which including employee recruitment, training and storage, and then demonstrates how to link each steps to implement the strategic compensation management with reverse recursive method to assure the enterprise recruit the talents, train the talents, retain talents, and construct the human capital advantage to ensure the sustainable development. The paper sets up a complete information static game model between enterprise and employees. And it discusses the scientific compensation incentive mechanism of enterprise, which makes employees actively work with their potential to realize the "win-win" between enterprise and employees. This paper uses delegate-agent model of salary decisions to achieve the purpose of effectively motivate employees.6. This paper frames a evaluation model to test the implementation effect of the strategic compensation management. As the core, the enterprise strategic compensation evaluate the effect from the index screening, weight confirmation and evaluation scheme to provide the basic support for its implementation. These methods including ahp, factor analysis, cost--benefit analysis, etc. And they scientifically analyze the strategic salary management from different angles, which is simple and easy to operate.7. This paper discusses the present situation and existing problems of China's enterprises compensation management, puts forward some suggestions for the implementation of enterprise strategic compensation management in China, and then prospects its future. This paper pays attention to the strategic human capital property rights, it appears the widening gap between rich and poor in different times and regions. By implementing strategic compensation management, we can gradually reduce the gap between rich and poor, and eventually realize common prosperity.In summary, the author adheres to the following principles in the writing and research process:1.Systemic principles. That is structured and relevance of content, logical levels, structural integrity, focused on the nature of discourse, thereby made the full contents natural flow.2.Innovative principles. This paper originally proposes the individual distribution, which shift from the "distribution according to work-based" into "human capital-based" principle. It uses the dynamic game theory to analyze the structure of the enterprise and staff, and points out the game between enterprise compensation strategies. And then the author tests the enterprise strategic compensation management by using analytical hierarchy theory, and reveals the contribution of strategic compensation management to the realization of enterprise strategic goal through evaluation.3.Operability principles. The key of strategic compensation management is to truly implement the compensation strategy. There fore, the compensation strategy design solutions include compensation system, salary structure, the layout of the level of compensation, which have practical operability. The author thinks that serving the enterprise management in reality is the most significant. This paper strives to do this in the process of writing, and pursues the simple language, the suitable methods, the brief statement, the specific scheme, the detailed measures, the circumstantial evidence to make it useful in practice in enterprise.
|
PDF Full Text Request