Study On Compensation Systems In Enterprises Based On Stock Right Of Human Capital

According to the elevation of position and influence of human capital in enterprises, especially in high-tech enterprises, the employers of enterprises have pay close attention on owners of enterprises'human capital, the employees in an enterprise. And it become an urgent problem for the employers of enterprises that how to urge employees'efficiency by proper compensation. It is a guarantee to intent creativity and positivity of the employees through setting up an effective compensation system, however, traditional compensation systems of the enterprises in our country is too simple, too rigid to urge the employees.Beginning with this universal issue and also considering the actual demands of high-tech enterprises, the author puts forward a compensation system with stock right of human capital in this paper which is grounding on the theory of stock right of human capital. Through the stocks are given to employees in an enterprise, thus owners of human capital have the right of supervision and decision-making as well as residual claim of enterprise, so "employees" can be turned into "masters of enterprise", which urges employees to produce large value, through this way, the compensation will play a better role in its function of stimulus.The theoretical research foundation of this text are theories on enterprise compensation, stock right of human capital and human capital participating residual distribution in enterprises, the author proposes a compensation system for high-tech enterprises based on further learning of related theories. During the design of the compensation systems, firstly the author puts forward a compensation system model for enterprises with "the feature of stock right of human capital " including monetary compensation and non-monetary compensation, and then define the quantity of shares for each employee by measuring of human capital value, namely, in the measure of human capital value, we define the shares for human capital according to contribution of position by each employee, at last, the author makes preliminary analysis on merits and demerits as well as applicability of compensation system based on stock right of human capital through improving current compensation system of a certain corporation. Whether the compensation system can be smoothly performed needs guarantees and supports in the level of laws and policies by our government, therefore, the author also puts forward improvements in these aspects at the end of the paper.The innovative points of this paper are:the measure of value of human capital created by each employee is defined differently from traditional methods, since we followed the principle of "according to value of contribution by each owners of human capital" in calculation. So that, human capital value of each employee is that the employees should contribute corresponding value when they fulfill their works in the positions, which is related to the complexity of their positions, duties to take and the environmental conditions, rather than their educational background, personal abilities.We introduce stock right of human capital into enterprise compensation system, which will not merely change traditional distributions and incentive measures in enterprises, it is more important that administration structures will be changed fundamentally, so that the employees in enterprises are able to join in the management and administration of enterprises as shareholders of human capital, as a result, they obtain the same status with shareholders of material capital and they can share the administration, decision-making as well as supervision, at the same time, share the benefit and also undertake the risk of enterprises with shareholders of material capital. In this way, the compensation system of enterprises will play centive effects differently from traditional ones, which can urge the duty of master of employees and make large contribution to the enterprises.