Pay System Of State-owned Enterprises, Based On The 4p Mode

From the reform and opening up to now, with the planned economic system turning to market economic system, China's state-owned enterprises has gone from peak to trough and then to seeking new development way. In Twenty-first century, competition among enterprises is mainly technology and capacity, boils down to talent competition. Today's state-owned enterprises, if want to survive and develop, need to constantly thinking and sound this issues is that how to attract, retain and motivate the talents.Salary is the most important incentives in human resource management. It plays an important role in attracting, retaining and motivating the talents, which has been validated and accepted by more and more. Therefore, it is significance for state-owned enterprises to how to establish and improve the compensation system, which should scientific and rational, in line with China's national conditions, to adapt the new market environment, conducive to the talents and corporate long-term development.The first part of this paper describes the background and significance of this paper, the main research framework, summary of domestic and foreign research, and this paper's contribution points. The second part is the overview of basic theories and methods, it includes compensation management's theories and 4P-model compensation system theory. The third part analyzes the current state-owned enterprises'compensation distribution system. The next part applied 4P-model compensation design theories optimized for the reform of state-owned enterprises' compensation system. It details the entire building process optimization:first, determine the compensation policy, and then design the compensation structure and composition, which based on the establishment of the comprehensive system that job analysis, job evaluation, market wages survey and performance appraisal. PartⅤuses the specific case company (LJ's) illustrates the overall compensation system optimization process. Part VI is the conclusion and outlook.The process of writing this papers using many methods:using document analysis of relevant literature and research to studies and concluded, using comparative analysis of the 4P model's own traits and the old state-owned enterprises compared with the market compensation system, using case study analysis to illustrate the theory of the article so that let this papers has practical significance, using questionnaire enhance the authenticity of case studies. This papers'contribution is to combine the concepts of full compensation, dynamic compensation and broadband compensation and so on, apply the 4P model compensation system (positions, performance, person, and price) design the state-owned enterprises staff compensation, and form a set of systems.