SMTCL Incentive Pay System

With the rapid development of human society, we have entered the knowledge economy and information era developed. In contemporary people-oriented economic environment, the level of human resource management has become core competitiveness of enterprises can raise the key, Pay system in which to play a major role in, Pay system is now a modern human resources management system and an important part of the premise. Reasonable and effective pay system not only can effectively inspire staff enthusiasm and initiative, and promote employees to achieve organizational goals, improve organizational efficiency, but also in the increasingly fierce competition for talent to attract and retain a quality of today's good competitive staff. For China's traditional state-owned large enterprises, payroll management is a human resources management and the key point is the management of difficult.From the current human resource management perspective, the system should not only pay system is incentive, security, regulation and function-oriented, but also has a corporate strategy to achieve business goals with other multiple functions. As pillars of our national economy, the central task of economic reform mostly state-owned enterprises continue to use the traditional pay system, The traditional pay system that is too rigid, dogmatic mode obviously can not meet the current needs of social development. The current pay system of state-owned enterprises face serious egalitarianism, unreasonable structure, pay system, the lack of adjustment on the strategic employee incentive fatigue, lack of long-term incentive problems, The reform of state-owned enterprises pay system is often stop-gap measures, the lack of systematic and forward-looking. Is often the system has just been implemented, followed contradictions, so that conflicts and problems in reform efforts have become so miserable business. To avoid this phenomena, the paper emphasized the enterprise must establish a salary system concept. Analysis of the complexity of the pay system, as well as the compensation system should be layered construction, diversity, and comprehensive. Only by establishing a consistent feature of the company's pay system in order to leverage a very good incentive pay to play, to address enterprise distribution system is full of contradictions.In this paper, China's large state-owned enterprises pay system for the study design, briefly traced the history of the evolution of compensation theory, analyzed the pay system design and the large state-owned enterprises pay system problems. Shenyang Machine Tool Group for the case of combining the characteristics of large state-owned enterprises, through qualitative and quantitative analysis of large state-owned enterprises pay system design ideas and suggestions. For similar large-scale state-owned enterprises pay System to provide effective methodologies and guides.