| With a long history of administration-oriented management system, publicinstitutions’ compensation systems are incompatible to their market functions. Theseorganizations, in the process of transition to enterprises, need to consider thefollowing issues about compensation system design.(1)How to solve the short board of the previous compensation system under thecircumstances of administration-oriented management system.(2)How to avoid the short board of market-oriented enterprises’ compensationsystem.Therefore, it is of great significance to make a systematic research on the designof compensation system of restructuring enterprises which are transformed frompublic institutions to enterprises.From both theoretical and practical prospective, this paper makes a detailedresearch on restructuring enterprises’ compensation systems, including theirdisadvantages, restructuring and application. Firstly, based on a literature reviewabout compensation system design, this paper analyzes the disadvantage ofrestructuring enterprises’ present compensation systems, and find that there are threemajor problems: no systematic compensation system, no direct relationship betweenperformance and compensation and an ignorance of compensation balance. Secondly,this paper designs a solution to these problems, an all-round-compensation likeperformance salary system which is based on Blonde strategic salary managementsystem. In conclusion, this paper makes several suggestions on how to apply thecompensation systems. Especially, this paper makes a case study about organizationA which is in the process of restructuring. Through this case study, this paper explainshow to design and apply strategic-oriented compensation system for restructuringenterprises.In addition to its theoretical merit, this paper is valuable for the compensationsystem design of organizations (especially culture publishing organizations) which areexperiencing a transition from public institutions to enterprises. |
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