China Deepening Reform Of State-owned Enterprises Pay The Direction And Path Selection

Salary system is to regulate corporate members have a residual interest in the contract and request compensation approach, content and structure of a basic system, which affects the production of various categories of members of the business activities of the enterprise investment in human capital levels and return on investment in depth, thereby affecting enterprise's core competitiveness.The formation of the salary system, usually a corporate stakeholders (shareholders, creditors, employees, government, etc.) between the interests of the game analysis, when the interests of all stakeholders in a serious conflict or the emergence of new great opportunities outside interests enterprises to adjust or change the salary system has become inevitable, the way of change and the path determines the competitiveness of enterprises.This selection of state-owned enterprises salary syetem as the research object, combing the salary syetem at home and abroad academic research point of view, from combing the literature to find the theoretical basis, the basis for analyzing the problem; since the founding of our country by consulting salary (wage) system the relevant documents and literature, reviewed the state-owned enterprises salary syetem changes three historical stages, from the historical experience of changing salary system in the assessment of the problem; starting from the salary syetem using of New Institutional Economics institutional change theory perspective, combined with human resources development and management theories, analysis of state-owned enterprises salary syetem of national economic system reform, private enterprises and foreign-funded enterprises salary syetem, the property right system in three aspects of hysteresis, the state-owned enterprises salary study path dependence of institutional change, from the transaction cost theory, property rights theory, the Chinese state-owned enterprise-specific perspective of social responsibility and social functions of the four levels of state-owned enterprise reform salary syetem difficulties and obstacles; dynamic analysis, empirical analysis and normative analysis combined with statistical evaluation of State-Bureau of Reference, " Central Interim Measures for Enterprise Performance Evaluation," index system, combined with the availability of data and performance evaluation of selected indicators, empirical analysis of state-owned enterprises and the salary syetem relationship between corporate performance and from the comparative analysis of state-owned enterprises, foreign-funded enterprises in the difference between inspiration and reference, indicating that the interaction between salary and performance.This fully reveals China's state-owned enterprises in the salary syetem based on the nature of changes to salary syetem reform of state-owned enterprises the driving force behind-the profit maximization, "fairness and efficiency" of the base driving force-as the starting point, proposed to weaken the state-owned enterprises salary syetem of self-reinforcing mechanism, the formation of state-owned enterprises induced institutional change and mandatory interaction mechanism of institutional change;by further improve and perfect the market economic system and the relevant laws and regulations, forming a more attractive state-owned enterprises "external profits," salary syetem for state-owned enterprises provided effective changes in the induced power of a more powerful driving force to promote China's state-owned enterprises and enterprise performance salary syetem interact to promote the healthy development track.