The Study Of Salary System Of The State-owned Enterprises In Transition Based On The Benefit Plans Incentive Perspective

Although the reform of state-owned enterprises in transition takes some effect, the state-owned enterprises are still obsessed and constrained by the factors such as the low efficiency, the less competitive ability and the lack of motivation. After China gains its entry into WTO, Chinese enterprises face more cruel competition, which the core is the contest of human resources. It is the key for the reform and restructuring of the state-owned enterprises to design an optimizing system of human resources to attract and motivate elites.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. As the state-owned enterprises, 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 of 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 literature reading with comparative analysis 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 meeting requirements of employees strengthening competitiveness, linking destiny of organization and individual tightly, the principals of salary design, as well as the reasons and countermeasures of salary system design have been roughly studied and discussed. 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:Chapter one:introduction in which original intension, content & method of study are stated.Chapter two:salary management and benefits summarization, mainly presenting the definition, function and structure of salary and benefits.Chapter three: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.Chapter four:salary management and benefits theory.Chapter five:specific measures for improvement of salary management in China state-owned enterprise.