State-owned Enterprises Pay System Optimization Research

China’s state-owned enterprises are a special group, has the double characteristics of enterprise and public organizations, as the main product of planned economy, changes along with the national political and economic life. Since reforming and opening, from passive to active, state owned enterprise changes from a superior plan completion to the position of market main body support oneself now, not only means the role and identity changes but also means it with any other economic organizations, is also facing the development and growth and decline of eliminated choice. The state-owned enterprise due to congenital lack of system, but also from its long non market growth and development, the complexity of reform and challenge has been widely recognized. In the process of comprehensively promoting the building of a modern enterprise system, in the process of deepening the reform of state-owned enterprise, many reform measures of state-owned enterprises has reached the deep contradiction, the reform of salary system is one of them.Salary distribution system is an important part of modern enterprise system, how to reform state-owned enterprise salary system, set up a salary distribution system that suitable to social economic policy environment and enterprise oneself, fully mobilize the enterprise managers and the staffs working enthusiasm and creativity, is an important task that state-owned enterprise facing now, has the profound significance. Recent years the state-owned enterprise salary management content, management model, management methods, have been greatly improved, but under the influence of the traditional salary management, the salary management of enterprises there are still many problems, such as: commercialize degree of compensation is insufficient; not completely allocation according to capital, technology, management and other factors contribution; staff salary rise channel is single; without considering the employee’s psychological demand; failing to establish normative executive compensation incentive system and so on. Many state-owned enterprise employees have quit to foreign-funded enterprises and private enterprises, state-owned enterprises are facing increasingly fierce competition and challenges. This paper attempts to use the vision of history and development to summary the problems of state-owned enterprises, analyses the causes of these problems, discuss how to reform state-owned enterprises pay system, how to design pay system that can attract talent, tarry talent, how to sharp the vigor of "people",how to promote the optimization of the system of human resources management of state-owned enterprises and enterprise core competition ability. This paper takes A company as an example, analysis of the A company salary system present situation and the advantages and disadvantages, put forward countermeasures, suggestions and optimization schemes about optimization of the compensation system of A company, with spiritual incentive to make up for the deficiency of material incentive, allow employees to obtain the greatest satisfaction from the work itself, establish a fair system of management and dynamic adjustment mechanism, to promote enterprise benefit increases significantly, to create a" win-win" situation.