The Research And Design Of SOE Incentive-oriented Salary System

Human resources are the key for the development of modern enterprises, for whichcompensation contributes as the most important factor to the hiring policy. Compensationmanagement is significant for strategic management in employment attraction, retentionand motivation, thus to enforce the enterprise competency. In this phase, the compensationmanagement systems of the state-owned enterprises, especially the listed companies, havemade marked progress while compared with those in the planned economy period, yet lagsa lot behind the whole process of the reform of our economic system and the motivatingmechanism in private and foreign enterprises, which can be demonstrated evidently in thedesign, dynamic adjustment and improvement of the compensation motivation system. Thecompensation systems of our state-owned enterprises have deep flaws such as irrelevanceto the development strategy, egalitarianism, strong administrative color, surpluscompensation types, unreasonable intervention, etc.. Under the background of thegradually progress of market economy system, to reform and improve the compensationmechanism is inevitable for the state-owned enterprises to face the market competition.This paper uses a state-owned enterprise D as its object, sorts out theories related tocompensation motivation, analyses the compensation management system of corporation D,and digs out the inner problems as well as reasons existing inside. Then it redesigns thecompensation management system of corporation D, and builds a scheme of competitiveand motivated compensation mechanism combining the broadband compensation theoryand the present situation of D to satisfy the needs of the corporation, also to provide areference for other state-owned enterprises especially in real estate industry. There are sixparts in this paper as follows:1. Introduction, involving in the background and significanceof the topic as well as the research status;2. Theories related to the compensation andmotivation;3. Analysis of current situation of the compensation system in the state-ownedreal estate enterprise;4. To design a motivating-oriented compensation system for theenterprise in this paper;5. To comment on the compensation system above;6. Conclusion.