The Research On Compensation System Based-on Human Resource Value

With the coming of knowledge-economy, the primary concern is human rather than capital or technology etc as for modern enterprises. Nowadays, human become the key matters and critical in the areas of economic\management even the whole society. Usually, compensation is the main method as to inspire the people to exert his or her potential value and creativity; it is not only the important part of human resource management, but also a heated discussion of human resource accounting.In recent years, more and more users criticize the traditional financial report for it could not disclose the human resource information adequately. Lack of disclose standard is the main reason for inadequate disclosure, human resource acquire the compensation as the interest from the enterprise operation, and the compensation is looked upon the price of labor. So if we want to research in human resource disclosure, how could we neglect the compensation?The new trends of compensation would be which compliance with human resource value from the development of compensation theory. From position based on pay to person-based pay, from competence-based \performance-based to total compensation \altemative compensation, all of these illustrate that the emphasis on human value and inspiration on elevation of personal human resource value. The past compensation system usually are based on a component of human resource value, such as the personal ability\working life\performance\market value and so on, neglect the total value of human resource, the result is the unilateral lead on elevation of human value.The valuation of human resource is a heated topic and also a difficult problem during human resource accounting research, even impinge on the implication of human resource theory. The revaluation method usually use money as the measure standard, from the view of definition of human resource\value\the money standard\requirements of users, the substantial defect as for monetary method is thatmore concerned the accuracy of information instead of relevance, the non-monetary method could be more favorite for financial report user. In this article the balance scorecard is introduced for human resource valuation, the new method could provide better information of human resource.The compensation system based on human resource value is a new thought and design, it could promote the continue promotion of human resource value, the develop strategy could be illustrated by the inspiration of compensation, the disclosure of human resource value information become more understandable. The user of traditional finance report could better understand the situation of enterprises through the combination of financial information and human resource value information.The author analysis the necessity and possibility of application of human resource based pay during the case study. Although there are still some difficulties during the application, undoubtedly, the application of the new system could promote the development of compensation theory and human resource theory with related situation.