The Reaserch Of Non-state-owned Overall Compensation Management, Based On The Different Personalized Features Of Employees

In recent years, with deepening of reform and opening-up process, the economicstructure becoming more and more diversified and reasonable, the non-state-ownedenterprises have achieved rapid development in China and have become the importantcomponent of solving employment of labor force, creating social wealth and enhancingthe market dynamism. However, because of migrant workers shortage and the risinglabor costs, the profit margin of non-stated-owned enterprises becomes less andless. For the employee, the demand of compensation has not only limited to thetraditional compensation like salary and welfare, but also included the softcompensation like getting recognition of society and family and realizingindividual value. As a result, the traditional compensation management mode oflow salary and single structure in non-stated-owned enterprises can’t really adaptto current social development and actual demand of employee. Therefore, it isnecessary to reform the single compensation management mode, turning to themore scientific compensation management structure.However, in practical operation, the non-stated-owned enterprises alwaysignore the fundamental role played by personalized features of employees on theoverall compensation management. Coupled with the complexity of the overallcompensation, and the constraints of resources and management ability, non-stated-owned enterprises are difficult to effectively implement the overallcompensation management. In order to tackle the dilemma, this paper puts forward theassumption that different characteristics of employee have different compensationperceptions and taking it as the starting point, according to basic theory frame ofcompensation management mode proposed by WAW, by collating and analyzing1638valid questionnaires throughout the whole country, the paper proposes thatdifferent gender, age and educational background of employees indeed havesignificant different perceptions on overall compensation in non-stated-ownedenterprise. Based on this conclusion, this paper also explores the linkage effectsof overall compensation, according to the education background of non-stated- owned enterprises. And provide the new solutions for the non-stated-ownedenterprise employment problem and construction of harmonious labor relations.In addition, through further analysis and summarized the significantdifferences of varied characteristics of the non-state enterprise employees and thelinkage effects of overall compensation from the compensation managementperception, this article will provides more suggetions for the non-stated-ownedenterprises positive operation. The paper also establishes guiding gauge of overallcompensation. By this guiding gauge, it can assist the non-stated-owned enterpriseimplements the overall compensation management more efficiently, intensively andtargeted according to different features of employee.