Study On Salary Incentive Mechanism Of State-owned Enterprises Based On Property Rights Of Human Capital

In the knowledge-economy era, the value of human capitals are becoming more and more important to enterprise, the function of human capital directly effects the core competitiveness of enterprises. Under the circumstances, the developed countries and their enterprises are increasing efforts to attract talents. Differently to this, many enterprises of our countries are still relying on lots of cheap labour to earn slender profits, because they don’t pay enough emphasis on the talents, In oder to win in the more intensely competition, our enterprises should constantly strengthen themselves.to enhance their competitiveness, and they should lay more on the talents, because the core talents could effect the enterprises’ governance level and innovative ability. In order to attract and stay the talents, our enterprises, especially state-owned enterprises should establish an effective incentive system to the talents as soon as possible.The idea of human capital is striking root in the hearts of the people, and the human capital can bring added value for the enterprises like material capital. However, the human capital couldn’t vote on the accounts as the material capital, and our enterprises still keep this traditional distribution pattern, this has been a main obstacle for the enterprises to promote their use value of the human capital. The state-owned enterprises carried out property rights reform in the last90s century, but this reform just centered around the material capital, and the human capital was also on the subordinate position, and those unhealthy phenomenas as low governance level, low work motivation, low innovative ability, etc, weren’t changed. In order to change this unhealthy situation, this article has applied the theory of property rights of human capital, to attain the goal of completely motivating the human capital, through the performing of property rights incentive mechanism of letting the human capital share the enterprise surplus.This text includes three contents mostly:First, we reviewed and summarized the theoretical basis of this text; Second, we discussed the existing salary incentive system of human capital sharing the enterprise surplus; Third, we analysed and summarized the salary system actuality and its existing problems; Last, we introduced the salary incentive mechanism and the executive method, based on the property rights of human capital.In order to perform salary incentive mechanism based on property rights of human capital, and distribute the enterprise surplus between the human capital and material capital, we introduced the theory of EVA and measure of current human capital value. The latter is pointed that that the human capital contribution is the basic of the measure of human capital value. The introduction of these two theories makes the measure of human capital value connect to accounting, so this measure method possesses strong operability. However, the incentive mechanism of this text has shortcomings of its own, because its span of time is just one period of accounting, the incentive to human capital is a little short-term. The human requirement is very complex, so the incentive mechanism to human must be comprehensive both on time structures and contents. For example, on the time structure, the salary mechanism design should be combined with different deadlines; on the aspect of contents, it should contain spirit incentives besides salary incentives.