The Salary Management Research Of Chinese Private Enterprises

Since the economic opening-up for more than 20 years, private enterprises in China have been greatly developed, which made a giant contribution to the effective insurance of social employment and economic system reform. Private enterprises are playing a so important role that state-owned enterprises would never replace in current economic social development. On one hand, they in full scope motivate the initiatives of the working staff, which promoted the development of productivity, absorbed a big number of the unemployed and relieved social burden; on the other hand, the setup of Socialism market economy can not depart from the development of private enterprises.On the China's entrance into WTO, private enterprises received direct influences from international environment changes, which imposed a more complex and rigorous business environment on them. In order to survive and develop, private enterprises have to carry out a flexible conversion on their strategies and enforce a new mode of management on place. The coming knowledge economy times requires private enterprises to accommodate themselves subject to the change of economic environment and to be highly innovative and adaptable. The evolution, expansion and carrier of knowledge is human, so human resources is never considered such an importance and became a source of durable competition advantage taken by enterprises. Among various factors, salary system of private enterprises is a key factor that decides if they can acquire, motivate and keep talents. As a result, establishing a complete, competitive and motivating salary system is an important issue for private enterprises to face in order to maintain continuous development.As the open up of talents market, talents flow is becoming more and more frequent, so, to keep talents, enterprises have to not only maintain a salary advantage compared to others in the same line, but also set up reasonable position with worthy basic salary and leveled bonuses allocated in order to establish a scientific, complete and feasible salary which can reflect direct on differentemployees with different qualities and values.Though at present, salary system in planning economy times have been broken by the current allocation system and reward according to contribution have been initially set up, there are a lot of problems of salary system in Chinese private enterprises. A lot of private enterprises do not have complete and scientific salary system and the regarding motivating systems. This article attempts to thoroughly analyze salary management reality of private enterprises through regarding salary theory and closely-related motivating theories, in order to from all direction show commonly problems prevailing in private enterprises and dig reasons from fundamental source. This analysis will furthermore bring forth a feasible strategy to optimize salary system management and apply it into private enterprises to promote the salary management level, and effectively upgrade the competition ability of private enterprises.This article adopts the way of combining theory and demonstration researches, based on the reference to regarding salary theories and literature information from home and abroad, goes through the reality and main problems existed in private enterprises. It also brings forth an optimized strategy of salary management for private enterprises. It adopts a private pharmacy enterprise in Guiyang named HY Corporation as an example to study and further discusses the improvement plan on salary management of private enterprises.