Compensation Design Of LQ’s Subsidiary Senior Executives

With the rapid economic development and people’s living standards continue to improve, the rapid growth in passenger and freight demand grow. People of this demand has greatly promoted the development of China’s roads, railways, bridges and shipping, local governments in China at this stage is generally recognized the importance of road construction in national economic development-the formation of "road leading to wealth " concept.Supported by national and local government, transport development has become one of the important areas of infrastructure investment. Under the full swing of "bridge economic " competition is more intense among road and bridge construction companies, and talented people become the key factors companies strive for, what’s more, executive compensation also gets much more attention. The fundamental purpose of executive compensation is to attract, motivate and constrained their business behavior. If the compensation design is not entirely reasonable, the operator might leave or do harm to the state-owned assets. It is the important issue of human resources management during the reform of state-owned enterprises to establish executive compensation incentive system.LQ municipal supervision F Group, as a business, from planning has 10 years of history. F Luqiao management integration as an important state-owned enterprises, both shoulders F Bridge City resources development, conservation and other complex difficult task, but also have a daunting task Bridge unified investment, construction and management of regional operations. Over the past 10 years, basically by "the nature of the enterprise, business work, organization management, financial supply" system mode of operation, although LQ Group has always been a large number of national policy and funding support, the business operators are also required to be issued by the SASAC annual salary, However, the affected state-owned institutions, LQ Group’s remuneration management is still not free from the shackles of thinking curing, compensation management approach its newly released 2012 subsidiary company for leadership across the board, according to a post-pay payment salary way, regardless of firm size the number of payroll to set uniform approach to develop its difficulty coefficient of performance also entirely reasonable, resulting in the same class as long as the post, "more or less a kind," which severely restricted the payroll of fairness, rationality, combat the enthusiasm of senior management subsidiary, has affected the Group’s operating results improve LQ, there has been the phenomenon of management brain drain. Thus, reform of the existing salary management practices make it both fair and competitive, retain and motivate the Group LQ help executives become an important issue Head.In this paper, LQ subsidiary responsible for human subjects, through the issue of executive compensation design studies, literature studies, field surveys and case analysis to identify the main problems LQ Group now pay packages exist, analyze the reasons, and in accordance with characteristics of each subsidiary LQ Group to design a new set of incentive programs, fair, competitive, and help companies retain and motivate executives have the ability to make solidarity LQ Group subsidiaries under the company’s strategy maintaining stable development.This paper introduces the research background, significance, research ideas, etc., and review and analysis of domestic and foreign scholars and research institutions in the enterprises who pay management and performance evaluation of the research results presented research methods, research and innovation. Then, systematically reviewed on incentive compensation-related theory and the theory of domestic and foreign research present situation and the compensation system for the further study LQ Group subsidiary responsible for the design and optimization of the compensation system theoretical basis. Then, through literature research, field surveys and case analysis, analysis LQ Group and its subsidiaries operation and its subsidiaries who pay the current situation and existing problems, the need to clear salary design. Finally, in terms of salary theory determine the remuneration of the external environment factors, internal factors and environmental factors were studied remuneration policy, remuneration proposed optimization program. Finally, the group LQ performance assessment and the welfare system recommendations for improvement, as well as the full text of the summary.