Study Of State Enterprises, The Annual Salary System

In the time of the whole world economic integration, facing the intense international competition and the stern century challenge, the state-owned enterprises which support the China economic lifeline should have to train own professional managers, and pay attention to the managers' growth and the destiny. Because they play the pivotal role in management and producing in the modern enterprises, relate the survival and the development of the enterprises, and the success or failure of economy. At present, the state-owned enterprises not only lack the professional managers, but also lack the managers' incentive mechanism, which restrict the enterprises' development enormously. So how to establish and improve the managers' incentive mechanism to enable the state-owned enterprises managers take owners' benefits as the guide to action and promote the state-owned enterprises long-term healthy and stably development is a focal point to the Chinese academic circles in recent years.As one kind of international general managers' incentive reward system, the annual salary is the inevitable choice to the innovation of the state-owned enterprises managers' salary system. Our country started the managers' annual salary system experiment from ] 992, but from the present situation, as a result of many factors influences, the annual salary system has not played incentive and restraint role which should have, and kind of questions emerge one after another incessantly. Under the background, the thesis is proposed and finished. The thesis through the analysis on the current implemented situation of the state-owned enterprises managers' annual salary system, discovered the existed problems, designed the annual salary system suits the state-owned enterprises according to the above, and proposed suggestion to improve the necessary mechanism at the same time, wishing to offer some useful references for the implementation of the state-owned enterprises managers' annual salary system. This thesis has six chapters:In the first chapter, there is the outline of annual salary system. The thesis elaborated the origin of annual salary system, the managers' annual salary system meaning and the characteristic, analyzed the significance of implementing the managers' annual salary system in Chinese state-owned enterprises.In the second chapter, there is the theory rationale of the annual salary system, which provides the theory instruction for implementing the annual salary systemIn the third chapter, there are the patterns of managers' annual salary system in oversea enterprises. Elaborating and analyzing of the three patterns in American, German, and Japanese are to provide the enlightenment for implementing managers" annual salary system in the Chinese state-owned enterprises.In the fourth chapter, there is analyzing the present situation of implementing managers' annual salary system in the Chinese state-owned enterprises. The thesis elaborated the practice of the state-owned enterprises managers' annual salary system, compared and analyzed kinds of annual salary system patterns in each places, and then summarized the existed problems.In the fifth chapter, according to the existed problems in the practice, the thesis designed achievement inspection system of the state-owned enterprises managers and the reward structure of the annual salary system, proposed the annual salary system suits the state-owned enterprises, and computed the annual salary with the union case.In the last chapter, the thesis proposed suggestion to improve the necessary mechanism in the state-owned enterprises managers' annual salary system.