Remuneration System Analysis Of Agricultural Enterprises In View Of3PM Concept

China is a large agricultural country and agricultural as the primary industry is the basis of thenational economy; during the process of the agricultural power construction, agricultureindustrialization promotion as well as the structural adjustment of agriculture to realize theagricultural efficiency and rural incomes, agricultural enterprises has gradually become the keyforces to promote agricultural development and improve the international competitiveness ofChina’s agricultural base. With the advent of knowledge economy era, competition that boils downto the talent competition among enterprises manifested in the technology and capacity is becomingincreasingly fierce. For agriculture enterprises, how to attract, to truly and fully mobilize theenthusiasm of talents, as well as to play their greatest values turns to be the priority amongpriorities while participating in the fierce competition; through the comprehensive analysis of thevarious measures, the author found remuneration is the most basic and important means that plays adecisive role.After the synthetically analysis of agriculture enterprises in various measures of humanresources, it gradually find that remuneration is still the most basic and the most important measure;an effective remuneration system not only can maximize the potential of employees, improveemployee productivity, but also can enhance internal cohesion and external competitiveness so thatenterprises can acquire inexhaustible motive force for long-term development. For remuneration,employee expect it is as high as possible and the boss is trying to save on labor costs, hope thatmaximize to mobilize the staff’s enthusiasm and get the maximum output with a minimuminvestment. It is imperative for remuneration management to balance the cost of doing business andemployee needs. Throughout the status quo of many agricultural enterprises remuneration systemisn’t optimistic in China, the agricultural enterprises’ remuneration is generally low and theincentive ineffective in various regions of the country, compared to other corporate salary, theincreasing salary is the narrow space and has weak attraction for talent, benefits are imperfect,care is very few for employees.Starting from the macro background, the thesis firstly proposed the purpose、significance andmeanings of the study combining with the microscopic situations of agricultural enterprises,through the description of the dynamic study abroad form the perspectives of economics andmanagement science as well as the domestic research achievements by discussing the remuneration connotation, remuneration administration methods and the specified targets,; then it definedrelevant concepts and put forward the theoretical basis of remuneration analysis; after summinginformation with questionnaire and literature review method, the detailed analysis of theremuneration system’s differences between agricultural enterprises and other enterprises, thensummarized the current situation of agricultural enterprises’ remuneration system and it found outthe existed problems; through the construction of the agricultural enterprises remuneration systemwith the advanced3PM design concept, agricultural enterprises remuneration strategy isdetermined based on market factors to ensure that the basic salary of the employees in theagricultural enterprises, job rating in determining remuneration interval, adjust the salary scale andsalary employees based on personal factors, the floating staff wages linked to firm performance,department performance and personal performance in order to emphasizing teamwork spirit; Finally,the empirical analysis of HH agricultural technology company, optimal design the remunerationsystem with the advanced3PM concept, and the thesis then applied relevant safeguards so as toguarantee HH company can smoothly impendent the remuneration system based on the3PMconcept.