Research On The Reform Of Salary System Of State - Owned Manufacturing Enterprises Based On The Theory Of "Thawing - Changing - Re - Freezing"

To adapt to the changes of the external operating system environment and increasing the value of the business objectives, strengthen enterprise incentive management efforts for human resources, and enhance the organization’s core competition, since the reform and opening up from1978, the state-owned enterprises have started the course of the reform of the wage system. However, the development of state-owned enterprises era from a planned to a market economy era, many factors related to the reform is extremely difficult, especially the reform of state-owned manufacturing enterprises is complicated because of its internal management system, employees of the deep-rooted traditional concept, business efficiency by the State impact of macroeconomic regulation and many other leading to the reform of state-owned manufacturing enterprises pay becomes particularly complex. Whether the observed practice or combing of theoretical research, pay reform of state-owned enterprises has become economists, concerned about the focus of the research of scholars of Chinese enterprise reform. To assign the value distribution of state-owned enterprises, for example, the need to answer the question who have business value creators? The value of how to allocate what should be allocated? The salary distribution purposes in the end "cake" or by the "cake" to "big cake"? Fusion of modern remuneration philosophy and traditional corporate culture? Enterprise development stage of differentiation of the remuneration design theory requirements? Manufacturing enterprise systems, such as how to integrate and balance between production, technical, marketing and administrative? Pay reform is steadily advancing, or blasting perform? How to handle the pay reform and the maintenance of stability of the relationship of the staff, and so on. The completion of this series of questions to answer in-depth study of the pay reform of state-owned enterprises have significant theoretical and practical significance. This article is based on an instance of the way to conduct research, formed on the AEA case study because it as a typical state-owned manufacturing enterprises, four major restructuring in the past10years, has experienced from the restructuring of state-owned enterprises, private enterprises, restructuring and then returned to the course of business, both typically reflects the historical process of the reform of state-owned enterprises in China, but also because of its exposure to the achievements of the previous pay reform process and the problems left over from some typical. I am in the company of AEA served as chief leadership for many years, inspired by this special as my graduate thesis.The focus of this research and scoping in the mid-level leadership and all employees, based on Lewin’s "unfreeze-change-re-freeze" theory, combined with labor economics, management, organizational behavior, human resource management disciplines theoretical knowledge based research and analysis AEA company pay system design process, the problems faced by the new system implementation and the corresponding solutions, and strive to be summarized general characteristics summarize abroad pay design.Research ideas in this paper are as follows:First, the system, in-depth theoretical combing summarize and comment on proposed research of domestic and international compensation management, organization management change technology roadmap oriented research designed to provide reference. Secondly, based on "unfreeze-change-re-freeze" theory AEA remuneration management system design. Completed by the statistics and analysis of relevant data in the "thawing stage", according to the AEA existing compensation management system, pay system diagnosis and proposed enterprises pay system exists, and must pay system to address these issues redesign Necessity Analysis."Change" stage. To the implementation of the post value assessment paper, borrowing post valuation results into the broadband type remuneration mode, as well as the division of the salary structure, the establishment of a series of pay system design staff salaries promotion channel. In the "re-freeze" stage, after the change in order to ensure the new system would not be easily changed, organizational stability in a new state of equilibrium, the company closely tracking the effect of implementation of the program to analyze the reasons for not suited problems caused by local and supporting the development of reform programs, such as full competition for posts and other measures to ensure the smooth progress of the reform, a smooth transition. Third, a comprehensive summary of the overall conclusions. AEA compensation management reform Yanshen analysis, the same time, summed up the experience of the way of thinking embodied in the papers involved in a variety of human resources theory and compensation design, design methods, such as those based on industry analysis, staff characteristics and other factors compensation management system design study. So as to provide reference for the reform of state-owned enterprises pay or reference.