The Research About Reforming System Of Salary Distribution In Managed Cultural Enterprise Unit During Transforming Period In China

For long time, the cultural enterprise unit in our country is placed under the system of planned economy, it is in status that government takes on everything, roundly operates all along, the economic source relies on public finance, salary is mess, and employee is the situation of very secure job. In the system reform during transforming period, the old mode is seriously pounded, at that time the cultural industry that lies between the government and the market is not very explicit in the organization establishing, the personnel constituting, property right owning etc. The paper only discusses about salary distribution reforming in managed cultural enterprise unit, through thoroughly analyzes the successful experience and the existed problem that are during current managed cultural enterprise unit in our country reforming, applies scientific economics theories, and studiously designs a set of salary distribution project that suit for development of the managed cultural enterprise unit in our country.This paper mainly divides three parts, explores academic basis that research problem about salary distribution in managed cultural enterprise unit during transforming period. In the first part, the paper traces to its source, researches gist of theories and policy that is studying salary distribution problem in managed cultural enterprise unit during transforming period, and analyzes effect that has. Firstly, analyzes signification and characteristic of society transforming period. Secondly, deeply seeks academic basis of salary distribution, thoroughly analyzes tow great theories that are the core in the field of salary distribution——Fair Theories and Encourage Theories. Finally, collects the policy basis of reforming salary distribution in managed cultural enterprise unit from a series of files including《Project about reforming system of salary distribution in enterprise unit》,《The way of the implement》and the reports in the 17th Whole Country Congress, etc. It thoroughly discusses the problem that is distributing salary during transforming period in managed cultural enterprise unit in our country. In the first part, the paper expatiates realistic significance that studies problem that is salary distribution during current managed cultural enterprise unit in our country, it is emphasized that it is the reforming key in managed cultural enterprise unit that establishes scientific and suitable system of salary distribution. That reforms current system of salary distribution is the power that promotes the cultural industry great development and prosperity. It is significant for setting up diapason society that reforms system of salary distribution in managed cultural enterprise unit.In the second part, the paper comprehensively analyzes the actuality of salary distribution system in managed cultural enterprise unit. In this part, the paper introduces structure and characteristics of cultural enterprise unit firstly. Secondly, the paper summarizes the practical operation of salary distribution management in managed cultural enterprise unit. Finally, the paper thoroughly illustrates five importance problems in salary distribution in managed cultural enterprise unit during transforming period: the first is salary stratagem is illegibility; the second is salary conception is absence; the third is salary structure is not balance; the forth is salary orientation is not exact; the fifth is encouraging system of salary is lag.In the third part, the paper brings forward thought of salary distribution reformation in managed cultural enterprise unit by the numbers. At first, the paper puts forward the golden rule of salary distribution in managed cultural enterprise unit during transforming period: the first is thoroughly considering tolerance ability of mentally and economy of employee; the second is really mobilizing the enthusiasm of governor, specially mobilizing the enthusiasm of decision-maker; the third is suiting economy sustentation ability of unit; the forth is constituting rational personnel proportion and assessing guideline. There is tow important measure for reformation: On the one hand, it is drastically carrying out scientific development conception, gradually establishing and perfecting salary distribution system of"base on man"theory. In the paper, it brings forward five links that must be carried out, they are extensively researching market, constituting salary distribution system based on market price; organizing employee commissary to participate in constituting salary distribution, intercalating appeal program for dissatisfaction to salary in system of salary distribution; reforming salary distribution system according to requirement for everyone; paying attention to guide mentality of employee, leading everyone to set up a right salary view; rationally measuring work target and standard for checking performance with numeric method, closely banding canonical assess and salary distribution together. On the other hand, it is continuously neatening system of salary distribution, building up diversified distribution mechanism that suits different community gradually. In the paper, it is also putting forward five links that must be carried out, they are carrying out system of quarters performance salary; carrying out system of protocol salary for special talented person and the important post; tentatively carrying out double system of salary; carrying out annual salary system for decision-makers and any management posts; carrying out diverse salary system.In the paper, it tries to break old mode of salary distribution in cultural enterprise unit in theory, fends linking up with market economy. Distribution mode gradually changes from past single form that is distribution according to work to new form that is mainly including distribution according to work, various production factors including capital, technology, and management etc, participating in. It is the core and innovation that how carry out salary distribution reforming better in order to achieve goal of effectively inspiriting employee.