The Demonstrative Study Of Salary Management In State-owned Enterprise

The 21~st century is the time full of opportunities and challenges, which is also the time full of furious competition on talents. Human resource is the key of core competitiveness and the resource of advantage that more and more enterprises become recognized. Therefore, all enterprises encounter such a difficulty that is attracting talents, retaining talents and taking advantage of talents, in which, effectively implementing salary management becomes the most complex problem.As a key sector in development and management of human resource, salary management is important to modern enterprise management, while the relevant salary system is one of weight tools for enterprise to accomplishing successful business and human resource management. It is vital significant to establish specific salary system offering essential information in time, due to its great influences in prompting staff, rationalizing employment cost, attracting & retaining talent and eventually implementing prospective working aim. The group which the author is working for is a construction undertaking. As a labor - intensive enterprise, managing capacity and competitiveness of enterprise greatly depend on certain factors like comprehensive quality of employees and quantity of kernel employees. After China's WTO entry, with inflowing of foreign capital and implement of "Going out" policy, the group has been doubly challenged by lack of talents and difficulty in control of brain drain. Consequently, it appears much crucial to frame reasonable system of salary management basing on the situation of China and actual status of the group, which is able to make salary plan effective. According to the analysis of nowadays situation and present situation of state-owned enterprise, with the development of salary system reform in state-owned enterprise, it is urgent to set up a standard salary management system applicable for current supervision & administration mechanism of state asset and modern enterprise system, according to general principles of "to each according to his work", "efficiency first" and "making a compromise to equality", which has close relationships with enterprise development stratagem and labor market. Hence it is full of significant practical meaning and profound historical meaning to study seriously salary management problem of state-owned enterprise and involve in salary management work of state-owned enterprise.Basing on its proposition and general principals in human resource management related to salary theory , this article integrates theory with practice to analyze systemically salary reform course of China state-owned enterprise and salary management situation in state-owned enterprise. Furthermore, to improve the salary management in state-owned enterprises and achieve the purpose that salary becomes a available tool in meetingrequirements of employees, strengthening competitiveness, linking destiny of organization and individual tightly, the principals of salary design, choice of salary model as well as the mistakes, reasons and countermeasures of salary system design have been roughly studied and discussed, taking the salary management in Zhongtie Major Bridge Engineering Group Co., Ltd for example. However, establishing salary system in state-owned enterprise is an original idea in this article, namely designing and availably carrying out a new salary system compatible for group itself which has taken all salary models for reference.This article consists of five parts:Part one: introduction in which original intension, content & method of study are stated.Part two: salary management summarization, mainly presenting the definition, function and structure of salary as well as salary management features and development trend in modern human resource management system.Part three: salary management theory, firstly introducing the human capital fundamentals, salary principal of "equilibrium of supply and demand", salary principal of collective bargaining, promoting salary principal of "to each according to his performance"; then summarizing salary design principal, factors which shall be took into account in salary design, steps of salary design and so on.Part four: salary reform course of China state-owned enterprise and salary management situation in state-owned enterprise, concluding distribution system reform in China state-owned enterprise as well as payment reform, moreover construing existing problems and roots of distribution system.Part five: choice of salary model in China state-owned enterprise, position-oriented salary model, performance -oriented salary model, skill-oriented salary model and market-oriented salary model are involved in salary models available for state-owned enterprise. A practical salary model must be established on the basis of different model according to actual situation in a group so as to achieving modern salary management function.Part six: The demonstrative study of salary management in Zhongtie Major Bridge Engineering Group Co., Ltd, stating salary reform achievements of Zhongtie Major Bridge Engineering Group Co., Ltd which is a traditional state-owned enterprise, at the same time, indicating the existing deficiencies, the practical solutions and the developing trend.