Research Of Improved Salary System Of GH Company Executives

State-owned enterprises are an important part of the socialist market economy.Since the 19th National Congress of the Communist Party of China,the Party Central Committee has accelerated the pace of deepening the reform of state-owned enterprises.Under the background of the "Three-year Action Plan for State-owned Enterprises Reform",the future three years will be the key time node for state-owned enterprises to promote reform and optimize management.GH is a secondary listed subsidiary of a central state-owned enterprise and is also a mixed-ownership reform pilot enterprise.It is currently in a critical period of business transformation.It is urgent to improve the incentive and restraint mechanism for senior executives,so that the salary management system can play its maximum role and effectively deal with external parties.The increasingly fierce competition for executive talent resources in the market.This article takes GH company as the research object,and analyzes the operating status of GH company's executive compensation management system based on a large number of documents and comprehensive application of related salary theories.Under the guidance of related theories,it explores the optimization plan of GH company's executive compensation management system,and formulates specific guarantee measures for the implementation of the plan,which provides an effective reference for improving GH company's executive compensation management system.This article draws the following conclusions:First,executive compensation is an important management tool to maximize the value of executive human capital,which is a key factor affecting corporate performance.The research shows that GH company's executive compensation management system has the following five problems:low relevance between the compensation system and corporate strategy,low overall satisfaction,insufficient role in talent attraction and retention,and relative lack of indirect compensation and non-economic compensation.The method of remuneration needs to be innovated.Second,the adjustment of GH company's executive compensation management system should aim to support the implementation of the company's strategy,take into account fairness and competitiveness,and improve the efficiency of executive human capital.It should comprehensively consider the relevant internal mechanism of the enterprise,the control requirements of the superior party committee and the external macro environment,and be true and effective based on detailed and in-depth investigation.Third,the optimization of GH company's executive compensation management system is designed based on the basic ideas of reasonable structure,standardized management,moderate level,and effective supervision,following the principles of strategic orientation,compliance with laws and regulations,and exploration and innovation principles to ensure that the plan is reasonable and easy to be accepted by senior management.Fourth,in order to ensure the implementation effect of the plan,safeguard measures should be established in terms of improving organization and system guarantees,building corporate culture,improving financial management systems,strengthening executive communication management mechanisms,and establishing and improving salary statistical analysis systems.