Study On The Compensation System Of Executives In The G Company

With the trend of deepening global economic integration, intensified competition among companies. Executives as a key factor in deciding the development of its important position and role of self-evident, so to attract and retain executives of companies to compete successfully in an important safeguard. Compensation not only meet the basic needs of security measures, but also inspire the work potential of employees to compete for talent and enhance the core strategic and effective means for the competitiveness of companies. Currently, the state-owned listed companies there are many aspects of executive compensation issues, the more prominent issues excessive executive compensation growth, the pay level is not only much higher than the level of general staff within the enterprise, but also much higher than the average salary level of social, and some even reached "astronomical compensation " level. The slow growth in average employee compensations, the gap caused by the whole community.How to solve these problems and develop reasonable compensation to attract and motivate executives can play a more effective, is the major issue facing companies.This state-owned listed companies for the problems in executive compensation to G, for example, using case study method to study the existing problems in order to develop a scientific and reasonable expectations of the executive compensation program. As of this writing ideas:first reviews the theory of executive compensation, and then to G, for example, conducted a study on executive compensation, analyze the cause of the problem, and finally the use of relevant theory and the actual situation of the company to the executive compensation program formulation proposed in this paper.The content of this article consists of five parts:The first part is an introduction.Article introduces the research background, significance, research methodology and the overall research ideas and specific research. The second part is the definition of related concepts and theories were described.The main purpose is to build a theoretical framework for executive compensation program.This section first clearly define the state-owned listed companies, executives, compensation and compensation systems and other basic concepts, and then introduce the relevant economic theory and management theory, the last of several major comparative analysis of executive compensation model.The third part is to introduce the G, the status of executive compensation and problems.This section first briefly overview of G Company, and then point out the problems in executive compensation, and finally solve these problems, analyze its causes.The fourth part is the G company executive compensation program design.This section is the core of the paper.First, on the basis of the third part, a clear factor in executive compensation and the impact of the program should follow the principle, you find clarity, design ideas, and then design a set of executive compensation program, and finally specify the program implementation process should be attention.The fifth part is the conclusion.This part is an analysis and strategy papers were summarized and further highlight the focus of the article, and finally to illustrate the limitations.