Research On The Compensation Incentives Of Local State-owned Enterprise Managerial Staff Under The New Economic Normal

Since China's reform and opening up,during 30 years of rapid development,China economic development came into the bottleneck.Along with the disappearance of China's population dividend,the world's technological progress and the adjustment of global industrial structure,China began to adjust the structure,transfer economy mode with domestic economic slowdown,industrial structure gradually adjusted and optimized.In 2013,President Xi Jinping at the Central Economic Work Conference put forward "new economic normal" as China's economic situation,to encourage enterprises to independent innovation,speed up industrial transformation and upgrading,improve Chinese enterprises in the international market competitiveness and risk resistance.State-owned enterprises as an important pillar of our country,have also entered the wave of reform and development of state-owned enterprises.In the same year,the Ministry of Human Resources and Social Security pointed out that it was necessary to deal with the internal remuneration relationship problem accurately,and it was necessary to focus on the remuneration relationship between the management staff and the general management staff.In recent years,there has been a steady concern about the pay reform of state-owned enterprises,among which the discussion of astronomical executives has been steady,but there are few concerns about the pay system of the general management staff in the state-owned enterprises,which leads to many problems on the incentive.The traditional salary system of the state-owned enterprises is simple to measure the value of the staff by the level of the job level.On the one hand,it neglects the need of the development of the talents within the state-owned enterprises,and on the other hand,the enthusiasm of the state-owned enterprises is reduced.The "big pot" leading to inefficient operation of state-owned enterprises,lack of innovation power,and weak growth in corporate growth.Therefore,in order to solve the problem of salary incentive in the general management of state-owned enterprises,this paper takes GWL Company as an example to discuss how the state-owned enterprises can create better salary incentive mechanism and improve the enthusiasm of state-owned enterprises in the background of the new economic norm,To optimize the internal staff of state-owned enterprises.This paper is divided into five parts.The first part combs the theory of salary system,emphasizes the construction of competence model,the construction and significance of competency and salary system,and the urgency of the reform of state-owned enterprise salary system under the new economic background The second part summarizes the development situation of GWL Company,the existing salary system model and the shortcomings of the existing internal management personnel.The third part is to solve the problem of GWL's salary system and improve the enthusiasm of the functional management staff.A set of competency model suitable for GWL function management personnel,lay the foundation for the follow-up to the competency model and salary system,and establish the competency and salary system.The fourth part constructs the competency salary system of GWL's complete function management personnel,And summarizes the merits and demerits of how to use the competent salary to motivate employees;the fifth part summarizes the advantages and disadvantages of GWL's functional management personnel quality compensation system,and the shortcomings in this paper.