Reform Of Executive Compensation System In State-owned Enterprises

Since 1978,great progress has been made in the reform of state-owned enterprises in China,and corresponding reforms have been made in the salary system of senior executives with the deepening of the reform of state-owned enterprises,china's state-owned enterprises in the reform of executive compensation system has no good results,the problem has been exposed.The unreasonable salary system will inevitably lead to the loss of high-caliber talents and shake the foundation of the development of state-owned enterprises.The phenomenon of executive turnover in 2019 deserves our attention.Under the guidance of Marxist wage theory,based on Marxism's wage theory,the theory of distribution according to work and the theory of motivation,this paper analyzes the problems of the reform of the salary system of senior managers in state-owned enterprises with the useful elements of Western wage theory,research on executive compensation system of state-owned enterprises in China.By using the methods of historical analysis,Literature Review,qualitative analysis and comparative analysis,this paper analyzes the problems existing in the current executive compensation system of state-owned enterprises,and puts forward some superficial policy suggestions.First of all,the current income distribution system in our country has a relatively single distribution method.In the process of distribution,there is no reasonable reference to management,technology,capital and other elements for the rational distribution of workers' wage income,this is not in line with the current idea of deepening the reform of state-owned enterprises.Secondly,the distribution and management of state-owned enterprises is not standardized,and the distribution of executive compensation is also in a rather chaotic situation.Some too high,some too low.Thirdly,the subject status of internal distribution of enterprises is not clear.At present,in many state-owned enterprises in China,there are clear distribution subjects.This problem is manifested in the following aspects: Since the implementation of the Socialist market economy system in China,the internal distribution autonomy,although China's state-owned enterprises have more freedom than before,but it is still determined by the government departments of the total amount of their wages,in the choice of wage distribution model,the government is still using administrative means to intervene.As a result of the above problems,this paper draws a conclusion that the compensation system of state-owned enterprises in China is not reasonable,the information of compensation is not transparent,the evaluation mechanism is not reasonable,and the compensation decision mechanism is not sound.In view of the above-mentioned problems,on the basis of comparing and drawing lessons from the domestic and foreign enterprise executive salary system,this paper puts forward some ideas and suggestions on the reform of executive salary system in state-owned enterprises: First,to improve the executive salary structure;Third,the establishment of a reasonable performance appraisal system;fourth,the improvement of the executive salary growth mechanism.The paper is divided into six chapters.The first chapter mainly puts forward the background of this paper's research on the reform of the executive compensation system in state-owned enterprises and the significance of this research,from the existing literature,we find some problems in the current wage system of Chinese state-owned enterprises,on this basis,carry out the following research.The second chapter introduces the relevant theoretical basis.In this chapter,the author introduces Marxism's wage theory,the theory of distribution according to work and the western wage theory,in order to analyze the current situation and the existing problems of executive compensation system in state-owned enterprises under the guidance of this theory.The third chapter,the analysis of the current state-owned enterprise executive compensation system.Through the analysis of the current state-owned enterprise executive compensation system to find out the existing state-owned enterprise executive compensation problems.Chapter Four,under the guidance of Marxism's wage theory and the western wage theory,analyzes the irrationality of the current state-owned enterprise executive compensation system and the causes of these problems.The fifth chapter analyzes the state-owned enterprises,foreign enterprises and China's private enterprises executive compensation system development status comparison and enlightenment.Based on the analysis of the current situation of the internal executive compensation system of foreign enterprises and private enterprises in China,and the comparison with the executive compensation system of state-owned enterprises,this paper finds out the successful experience of the internal and external executive compensation system,analysis of China's state-owned enterprises in the executive compensation system in the reform process what can be used for reference and inspiration.In the sixth chapter,on the basis of the analysis above,the author puts forward some shallow suggestions on the future reform direction in view of the existing problems of executive compensation system in state-owned enterprises.