Research On The Salary System Of The Forestry Industry Enterprise In State-Owned Forest Region Based On Human Capital

In the real economic environment, business competition is the competition for talented persons, human capital become the most active and the most crucial element of competition. Present, China's forest enterprises in state-owned forest can not only attract new talented peple, but also drain a large number of talent, in order that enterprises not only lack of management talent, technology professionals, but also lack of qualified skilled workers. One of the reason is that the most of state-owned forest enterprises are located in the edge, living conditions are difficult, living standards are low and government and enterprise are combined, mechanisms and other factors are not live. More importantly,because salary system of forestry enterprises in state-owned forest has not completely departed from the "mess" form of planned economy era, and the wages of forestry enterprises rely mainly on the higher administrative adjustment, personal income is disconnected with economic efficiency of enterprises, income of key employees is low and lack of incentive compensation. Response to these questions, this paper used the theory of human capital to research on salary system of forest enterprises in state-owned region.First, this paper cleared the basic concept of forest enterprises in state-owned region and defined the scope of research; described the relevant basic theory of human capital and salary. Second, in the base of research on wages evolution of China's state-owned enterprises and development process of forest enterprises in state-owned region, this paper analyzed problems and reasons of salary system of forest enterprises in state-owned region, revealed institutional barriers for human capital's participation in the enterprise distribution. It analyzed theory and practical basis of human capital's participation in the enterprise distribution, compared the practice of human capaital's participation in the enterprise distribution in domestic and foreign and summarized the experience. Then, using of empirical and normative analysis methods and based on the econometric model built of contribution rate of human capital in the enterprise, this paper constructed a competency-based and performance-based assessment system for different types of human capital, and it built measurment model of explicit and implicit human capital value taking education costs and gray correlation analysis methods from formation and characteristics. It provided pratical basis for the establishment of salary system of human capital. At last, this paper established salary system including short-term incentives, long-term incentives and protective income for different kinds of human capital and this paper raised the security measures.The ultimate goal of salary sysytem is to make human and material resources be turned to best account., to create an incentive and effective, competitive and orderly environment, and proviede a space for capable persons to display their talent. Then developing human capital by competition and promoting economic development in forest areas through really capable people. Re-engineering salary incentive system suited to status raisen and requirements of human capital not only will help speed up pace of establishing modern enterprise system, but also will be good for solving problems and out of "two crises" dilemma of forest enterprises in state-owned forest region.