Research On Incentive Measures Of State-owned Enterprises In China

Due to rapidly changing conditions and the increasing pressure of global competition, corporations are facing a management crisis that has never happened before. In the condition of socialism market economy, Chinese state-owned enterprises take a very important role in the national economy. It takes charge of the lifeline of national economy and more social responsibility compared with other economic entities. Actually, competition in the future bases on the competition of human resources. How to arouse the enthusiasm of the staff and stimulate the staff’s working enthusiasm and creativity always are the human resources management and incentive management main job. Therefore, discussing state-owned enterprise employees’incentive problem has significant meaning and practical value in the new situation.This paper takes the state-owned enterprises staff motivation as the object of study. Bases on the theory of human resources, combines the employees’characteristics, analyzes the evolution of HR historical mode and statue quo in the state-owned enterprises, and then finds out the main problems. On the basis of the present studying production, the paper firstly overall analyses the incentive mechanism existence of the universal question in state-owned enterprise employees. Then, taking the M state-owned enterprises as the empirical analysis of the object, using the indifference curves plotted in state-owned enterprise employees of material incentives and non material incentive without difference curve, find the M of state-owned enterprises incentive without difference curve, and puts forward the improving measures. Based on this, the article puts forward by material incentives as a starting point, spirit and incentive for masterstroke "three-dimensional" one of the effective and incentive way. Finally, the study summarizes the conclusions. It hopes this research can provide some new ideas and inspiration to employees incentive of state-owned enterprise.