The Study of Salary System of the State-owned Enterprises in Transition Based on the Benefit Plans Incentive Perspective
|School||Southwestern University of Finance and Economics|
|Keywords||In transition State-owned enterprises Pay system Employee benefits Incentive effects|
Economy is undergoing a period of state-owned enterprises, after years of reform, in the expand the autonomy of enterprises, downsizing to improve efficiency, increase economic effectiveness, but inefficient, weak competitiveness, motivate employees and lax phenomenon is still existence, plagued and hampered the development of state-owned enterprises. With the further deepening of reform, in the face of increasingly fierce market competition, the reform of state-owned enterprises into the research phase of how to break itself bottleneck, it is particularly urgent to find new points of reform. Proceeding from this, I pay system as the breakthrough point, trying to figure out the reasons hindering the reform of state-owned enterprises in China, and make recommendations accordingly. State-owned enterprises account for a large proportion of our national economy, and its success or failure is directly related to the strength of our country's economic strength. Since the planned economy to a market economy, China does not have a standardized pay system in the enterprise generally use old national unity level wage system is no longer applicable in today's economic development need. Most state-owned enterprises is very important to know the pay system, but really suitable compensation system does not have much of their own business. Therefore, in the fierce competition in the market economy, how to improve the pay system for state-owned enterprises, and stimulate the vitality of the state-owned enterprises, enhance the strength of state-owned enterprises has become an inescapable historical mission before us. Comprehensive analysis of the current economic situation and the status of state-owned enterprises, China noted that in the process of deepening the salary system reform of state-owned enterprises, the urgent formation of a corporate development strategy to ensure that enterprises pay system close contact, and take full account of the general market of the labor market, in accordance with labor distribution, giving priority to efficiency, taking into account the principle of equitable overall, compatible with the current state-owned assets supervision and management system and modern enterprise system, scientific and standardized compensation management system of state-owned enterprises. Therefore, compensation management problems is committed to serious study of state-owned enterprises in transition, trying to propose a pay system to adapt to the development needs of the modern economic situation, to provide an idea of ??the traditional pay system for state-owned enterprises, which the rich pay design theory, and also can be for reference and reference to other companies, under the new situation of the development and improvement of China's enterprises pay system has a very important practical significance and far-reaching historical significance. Around its topic of this article, the use of the general principles of the Human Resources Management incentive compensation theory, using the method of documentary research and comparative analysis of combined and systematic analysis of the course of its management of the pay system reform of China's transition state-owned enterprises status quo, analyzes the existing problems in China's state-owned enterprises pay system, and further analysis of the deep-seated reasons for these problems, in order to improve and perfect the the compensation management position of state-owned enterprises. Through the grasp of the theory of management incentive effects of corporate employee benefit plans and the optimization of the specific recommendations of the remuneration system of China's state-owned enterprises in transition and for the development of the pay system of state-owned enterprises in China's transition has a very important theory practical significance. Details are as follows: the first chapter is an introduction introduces the research background, research significance, existing research situation at home and abroad, research ideas and structural arrangements, research methods, and pointed out that the innovation of this paper and shortcomings. Chapter II defined the concept of salaries and staff benefits, the main concept of the salaries and staff benefits, features, characteristics, elements and role were elaborated. Employee benefits as an integral part of the enterprise compensation management system, has become an important part of the employees in the labor remuneration, compensation management and increasing role both businesses and employees. Therefore, this paper is committed to explore ways to optimize the pay system of state-owned enterprises from this perspective. Chapter historical status and problems of analysis for the pay reforms of state-owned enterprises in China's transition through the historical review and the status quo of China's state-owned enterprises pay system analysis to identify the problems in the system: First, the state-owned enterprises pay distribution restraint mechanism is not perfect; salary structure of state-owned enterprises design unreasonable; industry differences and regional differences in salary distribution of state-owned enterprises are too large; welfare model over a single, welfare measures is not humane. Next, a detailed analysis of the reasons that led to these problems, it is pointed out that the future direction of development of the transition of state-owned enterprises in China pay system. Which focus on analysis of the seven major trends of the mature market economy countries, employee benefit plans, the pay system reform of state-owned enterprises in China's transition to a new research perspective, the need to focus on the development of corporate employee benefit plans. Chapter compensation management incentive the related theory the Commentary, from three aspects: First, compensation management incentive theory (theory of hierarchy of needs, ERG theory, two-factor theory, expectancy theory, equity theory) for an overview and evaluation, as The remuneration system of this article provides a theoretical basis; Second, from the perspective of fairness and efficiency, the balance of fairness and efficiency in the pay system, and focus on executive compensation for state-owned enterprises in the context of the financial crisis \order \description of the optimization process of the pay system of state-owned enterprises in China's transition to the need to focus on the development of employee benefit plans. Chapter optimization suggestions and countermeasures of the pay system of state-owned enterprises in China's transition is the focus of the full text. Mainly in the system under the guidance of the basic idea is to optimize a specific design principles of the remuneration system of state-owned enterprises in China's transition (strategy-oriented principle, efficiency and fairness into account the principle, the principle of competition, incentive principles, economic principles, the principle of legality), and specific optimization suggestions and countermeasures based on three perspectives: the state-owned enterprises pay system optimization measures; explore macro backdrop is based on the point of view of the state-owned enterprises were operators and ordinary employees pay system design specific reform proposals; corresponding countermeasures, pointed out that the perfect employee benefit plans of state-owned enterprises, the development direction and specific measures from the point of view of the employee benefit plans pay system optimization. The innovation of this paper is to: First pay fair and balance efficiency and management of employee benefit plans, incentive effects of these new unique perspective to explore the use of incentive theory of management science, optimization pay system suited to China's state-owned enterprises in transition mechanism Few previous studies from these perspectives to study the optimization problem of the pay system of China's state-owned enterprises; close contact with the current situation of economic development, balance the issues of fairness and efficiency in the pay system, and focus on the financial crisis adapt context of \pay system of state-owned enterprises, according to the positions of different salary strategy pay system designed for enterprise characteristics and effective implementation. The inadequacies of this article is that the needs of modern human resource management theory, compensation theory, incentive theory: First, the management of employee benefit plans, incentive pay system of state-owned enterprises in transition effect perspective, many theories have a better grasp In this regard the author's theoretical foundation is solid enough, the depth and breadth of the theoretical analysis has yet to be further improved, the use of the theory is not enough skilled; This article is mainly based on the context of the transformation of state-owned enterprises pay system optimization, based on to explore the entire framework of the system perfect from the multi-angle, multi-level, thus inevitably in the study of a particular aspect of a level or link explored enough depth and detailed, and too concerned about the overall framework of the system build and optimization problems ; this study is the pay system for state-owned enterprises, is a sensitive issue, In this thesis, the most important empirical data on specific pay conditions and data, but also the most sensitive state-owned information concerns up statistics is confidential areas basic thesis is therefore difficult to obtain sufficient data and information to support, which has brought great difficulties to the research and writing of this article, so to rely on other ways and channels to obtain indirect information, resulting in The papers related data and less empirical support, reference materials and data is slightly old fashioned, detailed analysis and quantitative analysis of the above deficiencies affecting the further study of the papers.