Compensation System Optimization Of Small-micro Enterprises Based On Governance Perspective

In recent years, the development of small miniature enterprise has been more andmore attention from all walks of life, all kinds of small miniature enterprise BBS isalso emerge in endlessly. The eighteenth big report to support the development ofsmall miniature enterprise, also more and more aware of the government of the stateand the small micro enterprises in promoting economic growth, increase employment,plays an important role in maintaining social harmony and stability, etc, and the futuremarket competition main body must be the small miniature enterprise, so the smallminiature enterprise development has important significance. Compensation system isa weak link for small micro enterprise, a lot of small miniature enterprise don’t attachimportance to the establishment of compensation system leads to the serious erosion,small miniature enterprise talent paper subjects Shanghai AY company I fall into thiscategory. General scholars are directly from the researches on the design ofcompensation system, has obtained certain achievements, but there are few scholars tostudy from the perspective of governance compensation design. Compensation is thenature of the enterprise and employees to sign the contract, from the Angle ofgovernance, more can reflect the very essence of compensation function, so the paperis an innovative research Angle, is a complement of modern compensation theory.Paper adopted Williamson’s governance analysis frame contract, by high and lowlevel of human capital specificity of job analysis and description, papers on the workof Shanghai AY four divisions of the company are analyzed, and concluded that theadministrative department and operating department is far less than the specificity ofhuman capital development and design departments, the administrative departmentand the operating staff salary pattern mainly USES the market management, for thedevelopment and design staff mainly adopts special management or mixedmanagement model of compensation. For AY company single compensation structureproblems of the compensation system, Paper designed a "basic salary+floating salary+bonus (+bonus)" mode of basic pay, basic pay by human capital specificity todetermine the degree of discretion, high degree of specificity of human capital, andthe corresponding basic wage is high; Low degree of specificity of human capital, andthe corresponding basic wages are low. Floating salary will be subject to the results ofperformance appraisal and examination once every quarter. Bonus is subject to a corporate profits added value for its proportion and decide on the basis of thecondition of the company. Has the special contribution for the employees to receivedividends, profit ratio of share out bonus is determined by the partners to discuss.Paper fills to study from the perspective of governance gap compensation systemdesign theory, enrich the related theory of compensation system design; To guide thesmall miniature enterprise at the same time also has the very important role to betterdevelopment, small miniature enterprise can be established from the beginning todesign the compensation system from the perspective of human capital specificity,encourage employees to put more specificity of human capital, for enterprise’s futuredevelopment will be accumulated deep talent base.