The Research Of The Salary System For State-owned Enterprise

Compensation management is an important part of the Strategic management of enterprises, which is the strategy formulated for such compensation essential factors as salary levels, salary system, salary results, salary structure which is produced in enterprise management process. The state-owned enterprises compensation system experienced different stages, such as grade salary, post salary, post performance wage system, negotiating wage system and so on. Post performance wage system is adopted common among state-owned enterprises. This paper takes the design of the state-owned enterprises compensation system as the research object, focus on the design of the heavy industry group company salary system, which starts from the classification of compensation system which is based on the conditions that implementating hierarchical classification management to staff, exploring the salary management mode which is based on employee occupation development. This paper combines the type features of the enterprise employee, divides the staff into business managers, middle managers, general managers, technical staff, technical staff five types, implementes classification design combined all types of personnel development path. For the senior managers, the design of compensation system is a kind of elastic compensation mode which is strategy oriented,.which is using salary appraisal mechanism that is performance-oriented, binding with the enterprise related strategic target and combining the short term and long-term incentives. The salary design of non leadership use the post performance salary form, position compensation unit should fully reflect the difference of ability and the difference of position, the grading model which is determined the wide is taken the staff titles, seniority and job importance as the basic unit. In the performance compensation unit, implement graded management combined with the characteristics of different classes of personnel development, implement differential management used the principle of the quantitative evaluation and dynamic evaluation, implement different salary allocation mode according to the assessment results. To form the compensation system that is helpful for state-owned enterprise sustainable development really need the enterprise combines the design of the compensation system and the development of the employee occupation, so that implementing salary allocation model which is based on enterprise development strategy and is helpful for the develepment of the enterprise talents.